Entered into force on June 7, 2023, the European Pay Transparency Directive aims to further close the gender pay gap that still exists in Europe and increase transparency about pay.
We are a nursing services company with employees in various states, some of whom work remotely. We are confused about when employees need to be paid for time spent commuting, changing uniforms, or while on call.
Three months into the new legislative year, with all but a handful of state legislatures currently in session, several employment law trends for 2025 have emerged.
The EU directive on pay transparency raises many concerns, primarily because its implementation may complicate Polish laws, which so far have not regulated the issue of pay equality in the same way that gender pay has long been thought of elsewhere.
On March 14, 2025, President Trump issued an executive order ending the obligation to pay individuals working on or in connection with certain federal contracts or subcontracts a minimum wage currently set at $17.75 per hour.
A recent Tribunal decision found that the two-year backstop on deductions from wages claims, which has been in force for nearly a decade, was void and the Claimants in that case could claim for more than two years of deductions.
On February 21, 2025, Governor Gretchen Whitmer signed Senate Bill 8 and House Bill 4002, which, effective immediately, revise minimum wage, tip, and paid sick leave standards Michigan employers were expecting to take effect that day.
