On 1 March 2019, the Royal Decree on urgent measures to guarantee equal opportunities for women and men in employment and occupation was published. The new Royal Decree introduces a novelty in paid leaves for birth and adoption
Definition and Types of Restrictive Covenants The following restrictive covenants are recognised and may be enforceable under the law: Non-compete clauses; Non-solicitation of customers; Non-solicitation of employees. Enforcement of Restrictive Covenants—process and remedies If the employee breaches the agreement, he/she will be obliged to return the amount received for this concept and may be required […]
Can the employer monitor, access, review the employee’s electronic communications? Spanish law recognises the employer’s right to take the most appropriate measures to control the work of their employees, so as long as they do not violate their fundamental rights. There is no express legal prohibition for the employee not to use social media at […]
Extent of Protection Any direct or indirect discrimination included in regulatory provisions, clauses in collective agreements, individual agreements, and unilateral decisions by employers shall be deemed null and void and could be subject to a complementary claim for damages. Among other causes of discrimination, are those for reason of age or disability handicap and in […]
Requirements for Foreign Employees to Work Foreign employees from outside the European community, including self-employed individuals, must obtain an administrative authorisation, or work permit, to work in Spain. The work permit may be requested at the Immigration Bureau. Does a Foreign Employer need to Establish or Work through a Local Entity to Hire an Employee? […]
On the 12 March 2019, Royal Decree Law 8/2019 on urgent measures of social protection and fight against job precariousness in the working day was published. This resolution modifies article 34 of the Workers’ Statute and incorporates the obligation for companies to elaborate and apply a control on the registration of the working day
The Spanish Government has recently approved Instructions to authorize the right to reside and work in Spain for UK’s national members who have been residing in Spain before the withdrawal date. These Instructions will only be applicable if UK leaves the EU without a withdrawal agreement and its effects will begin on the withdrawal date
Date: Wednesday 12 June 5 p.m. Central European Time (11 a.m. New York time)
Identifying key wage and hour risks confronting international retailers and strategies for compliance
- The webinar will feature a panel discussion among attorneys from United Kingdom, Canada, the United States and France with deep experience representing employers confronted with class action wage and hour cases and the myriad of issues arising from the unique scheduling demands of the retail industry as they collide with the growing push to ensure through local laws that employees receive sufficient time off and compensation.
- Jonathan Dye (Filion Wakely Thorup Angeletti in Canada)
- Eric R. Magnus (Jackson Lewis in USA)
- Olivier Kress (Flichy Grangé in France)
- James Major (Clyde & Co in United Kingdom)
- Moderator: Rich Landau (Jackson Lewis in USA)
Date and time:
June 12, 2019 5:00 pm - 6:00 pm (CEST)
Even in the era of far-reaching international trade agreements and regional economic and political partnerships, the majority of laws and regulations governing the workplace are still determined by the individual countries where employees work.
Spanning 6 continents, L&E Global’s member firms are ideally situated to provide clients with pragmatic, commercial advice necessary to achieve their objectives. Our members work closely with corporate, legal, human resources departments and corporate executives across a variety of sectors and industries to address the strategic and tactical issues that arise in the workplace.
Discover the most important labour and employment rules, regulations and best practices specific to each jurisdiction, conveniently together in one place.
Until now, only companies with more than 250 employees were required to elaborate Equality Plans. After the entry into force of Royal Decree-Law 6/2019, the regulation has been modified in order to extend the obligation to elaborate equality plans to companies with more than 50 employees