Littler Europe has compiled a comparative guide on the main changes the EU Working Conditions Directive will make in the following countries: Austria, Belgium, Czech Republic, France, Germany, Italy, Ireland, Netherlands, Poland, Portugal, and Spain.
The Connecticut Paid Family and Medical Leave Act requires employers to provide a written notice to employees at the time of hiring, and annually thereafter.
On July 21, 2022, Ontario amended a regulation to extend the availability of Paid Infectious Disease Leave (Paid IDEL) until March 31, 2023. Prior to this extension, Paid IDEL was scheduled to expire on July 30, 2022.
The Working for Workers Act, 2022 requires certain employers to create and disseminate a written policy for all employees with respect to electronic monitoring of employees. The government has issued new guidance for such a policy.
Earlier this year, Governor Kathy Hochul signed into law S.812B/A.2035B, which amended the New York State Human Rights Law to require the establishment of a state-wide, toll-free, confidential hotline for complaints of workplace sexual harassment.
Because the Alberta appellate court found the relevant termination clause to be ambiguous, it referred the matter back to the lower court for a determination of common law reasonable notice.
Colorado’s Department of Labor and Employment has published a revised version of its Interpretive Notice & Formal Opinion (INFO) #6B regarding the Healthy Families and Workplaces Act, the state’s paid sick leave law that first took effect in 2020.
With the challenges of Covid behind employers, the forward-thinking employer will be re-thinking ways of working and what constitutes the 'employee experience.' Around 70 UK employers have already joined a four-day workweek pilot program.
The European Union in 2019 launched a civil law directive on transparent and predictable working conditions in the EU. The directive stipulates that the rights and obligations set out therein must apply to all employment relationships by August 1, 2022.
