Welcome to our inaugural edition of the Republic of Labour Law, a monthly newsletter in which we distill the most important Irish legal and HR updates from the last month in 500 words or less. Today we touch on Brexit, gig workers, and more.
Belgium has so far been spared from coronavirus (COVID-19) outbreaks. Now that many people have returned from holidays (February 22 – March 1), however, this might change.
Over the past few days, the Netherlands has been hit by a number of coronavirus (COVID-19) outbreaks. COVID-19 has a direct impact on the workplace. How should employers and employees deal with COVID-19?
Whether a wrongfully dismissed employee is entitled to damages as compensation for the value of incentives that would have vested during the reasonable notice period is frequently litigated in Canada.
Beginning March 1, 2020, employers in countries other than the Netherlands in the European Economic Area (EEA) and Switzerland that want their employees to work temporarily in the Netherlands will be required provide advance notice.
A recent decision—concerning the wrongful dismissal claim of a contractor who worked for a business for 10 years before becoming an employee—considers key questions about the calculation of reasonable notice, when the employee later separates.
Recently, in Bank of Montreal v. Li, 2020 FCA 22, the Federal Court of Appeal upheld a lower court's decision that federally regulated employees can make a complaint for unjust dismissal despite signing a release and settlement agreement.
This Insight article outlines the Canadian health authority’s travel recommendations in light of the current health crisis, and provides an overview of Canadian employment laws that might be implicated should the coronavirus reach the workplace.
A recent family law decision proves significant beyond the family law context, including in the employment law context. The decision in Yenovkian v. Gulian marks the first time the privacy tort of false light publicity has been recognized in Canada.
