Spain is proposing a law that would provide paid medical leave for people who suffer from period pain. Will this lead international employers to consider similar policies and, if so, what should they be thinking about?
The Court of Appeal for Ontario has dismissed an employer’s appeal of an application judge’s decision that a non-competition clause in an employment agreement governed by the common law was unenforceable because it was ambiguous and overbroad.
Employers often want to have a data retention policy that works for all of their international operations. We look at the challenges with this approach and how to make it work in practice.
This month the High Potential Individual route to the UK opens – part of an effort, in the words of Chancellor Rishi Sunak, “to create one of the world’s most attractive visa regimes for entrepreneurs and highly skilled people."
It is crucial to conduct an effective investigation so that the company can take proper action based on the accurate understanding of what happened. It can also be a legal requirement to investigate a complaint depending on the country.
An arbitrator recently dismissed a union grievance disputing that the unilateral imposition of a mandatory vaccination practice was a reasonable exercise of management rights and responsibilities under the collective agreement.
On May 12, 2022, the Ontario Court of Appeal released its long-awaited decision in a case concerning whether an Ontario regulation precludes an employee who was laid off during the pandemic from claiming constructive dismissal at common law.
On May 11, 2022, the French Supreme Court issued two long-awaited decisions on the statutory scale of indemnification—i.e., the Macron scale—currently applicable in cases of dismissal without cause.
In a recent decision, the British Columbia Court of Appeal upheld a determination that three taxi drivers were employees and not independent contractors for purposes of the province’s Employment Standards Act.
The Ontario general election will take place on June 2, 2022. Under Ontario’s Election Act, every employee who is qualified to vote is entitled to three consecutive hours to vote while the polls are open.
