Extension of scope for the special judicial mechanisms towards recognition of employment (as opposed to formal adoption of other non-employment alternatives) to all forms of undeclared work, including “fake” provision of services, internships and volunteering.
New legal framework for the employment contract of sports practitioners’ and sports practitioners’ training contracts, as well as contracts with sports agents in Portugal.
USA: New guidance explaining the criteria for visa applicants was issued by the Department of State to U.S. embassies and consulates late on June 28, 2017. The guidance is in response to the U.S. Supreme Court’s June 26, 2017, partial reinstatement of President Donald Trump’s revised Executive Order (dated March 6, 2017).
The Taylor Review, which considered the implications of new forms of work, and in particular those utilized by app based employers such as Uber and Deliveroo, on workers’ rights and responsibilities and on employers’ freedoms and obligations, has now been published.
In an important decision for off-shore sectors such as oil and gas, marine and aviation, the Employment Appeal Tribunal (EAT) considered for the first time the application of the jurisdiction rules to an employer’s obligation to inform and consult with employees when proposing to dismiss 20 or more employees as redundant at an establishment within a 90 day period.
The Court of Appeal considered whether a whistleblower’s disclosure met the ‘public interest’ requirement and concluded that the employee had a reasonable belief that his disclosures about his employer’s manipulation of profit and loss accounts were made in the public interest, despite his personal motivation in doing so.
1) The UAE has had a system of classification in place since 2010 which classifies companies into three categories according to certain criteria, designed to incentivise employers to adhere to existing Emiratisation requirements. The system of classifications was initially introduced by Cabinet Resolution No. 26 of 2010 (2010 Resolution). Resolution No. 11 of 2017 (2017 Resolution) seeks to amend certain provisions of the 2010 Resolution, primarily amending the provisions pertaining to the payment of bank guarantees. 2) Cabinet Resolution No. 15 of 2017 (2017 Resolution) seeks to amend the fees and fines payable to the Ministry of Human Resources and Emiratisation (the Ministry) and ultimately repeal the previous fees and fines published pursuant to Cabinet Resolution No. 40 of 2014 (2014 Resolution). 3) The new resolution removes certain immigration services.
Next phase of enforcement of the wage protection system will commence.
The new Act on Whistle-blower Protection entered into force on 1 July 2017. The new Act gives increased protection to employees and contractors in certain private enterprises that are to some extent publicly funded.
The Swedish Labour Court found that a salesperson in breach of a non-competition clause should be subject to interim security measures in order to uphold his contractual obligation. The Court ruled that the salesperson would be liable to pay a penalty of SEK 500,000 for any further breaches of the non-competition clause.