In the coalition agreement of 2021, Germany’s Federal Government had already announced that it intended to “evaluate the General Equal Treatment Act, close protection gaps, improve legal protection and expand the scope of application.”
In a recent case the employment tribunal ruled that a journalist was unfairly dismissed for refusing to install a work-related app on her personal phone.
The Supreme Court of British Columbia found that an employer had just cause for the dismissal of a full-time employee who worked on a side business during working hours and did not provide the employer full-time service.
Approximately 23% of the working-age population in the UK reported that they were disabled in January to March 2023 (so almost 1 in 4 working people), and it is estimated 70-80% of disabilities are non-visible.
The U.S. is not the only country currently debating reform to the law on non-competes. Notably, the UK Government has announced legislation that would limit the duration of non-competes to a period of three months after the termination of employment.
U.S.-based multinationals with employees in the People’s Republic of China are confronting a November 30 deadline to implement China’s new cross-border data transfer mechanism—the Standard Contract.
A recent Ontario Court of Appeal (OCA) decision demonstrates the process an employer may be expected to undertake to recover employee-stolen funds when the proceeds of the fraud are traced to the assets of a “stranger to the fraud.”
Japan is one of the first non-Western countries to adopt a legal framework on business and human rights, which will likely influence other countries in the APAC region, as well as the overall Western focus of BHR developments.
