The new tax year is swiftly approaching, along with new statutory rates, limits and changes to employment law in England and Wales that HR practitioners should be aware of.
The Court of Appeal for Ontario affirmed the lower court’s finding that an invalid without-cause termination clause in an employee’s employment agreement does not invalidate a fixed-term clause, and that a fixed-term clause is not a termination clause.
The Ontario Superior Court of Justice, Divisional Court rejected an employer’s argument that the Human Rights Tribunal of Ontario lacked jurisdiction to hear its case.
On March 7, 2024, Mexico’s Ministry of Labor and Social Welfare published a Gender-Focused Protocol for Labor Inspections, designed as a tool for labor inspectors to assess employers’ compliance with the gender equality laws.
La Secretaría del STPS publicó un Protocolo para la Inspección Laboral con Perspectiva de Género, diseñado como una herramienta para que los inspectores laborales evalúen el cumplimiento de las leyes de igualdad de género por parte de los empleadores.
A recent decision by the Watford Employment Tribunal in Richardson v West Midlands Trains Ltd saw a train driver reinstated and awarded £40,000 after he was found to have been unfairly and unlawfully dismissed for performing pranks on a colleague.
Introducing the latest UK Immigration Rules Statement of Changes, Legal Immigration Minister Tom Pursglove announced that they will “deliver the biggest ever cut to migration over the course of this year.”
Multinational employers operating in China have been waiting since September 2023 for the Cyberspace Administration of China (CAC) to finalize proposed revisions to its complex and burdensome rules for cross-border data transfers.
An increasing number of jurisdictions are passing laws that place obligations on employers that sit at the top of global supply chains to address these human rights abuses.
This summer, the European Union is expected to finalize and pass a law – albeit in a materially different form from previous versions – that will place substantial human rights obligations on global employers.
