On July 1, the USMCA and Annexes 31 A and 31 B signed with the United States and Canada, respectively, will enter into force. The goal of these annexes is to establish the mechanisms to guarantee compliance with the labour obligations established in Annex 23 A of the USMCA, specifically the right to unionize and effective collective bargaining.
The U.S. Supreme Court has held that LGTBQ+ employees are protected from workplace discrimination under Title VII of the Civil Rights Act of 1964.
The High Court in the UK has ruled that breaching a generic confidentiality clause in a COT3 settlement agreement did not bring an end to the agreement.
A possibility for all employers to exempt five employees from the priority rules and thereby from termination of their employment due to redundancy, and a requirement for all employers to offer competence development to their employees are some of the most notable changes presented
An employee in the industry sector had for a long period of time deliberately driven vehicles without a driver’s license in the employer’s industrial area. The Labour Court ruled that the employer’s dismissal of the employee was lawful, as the employee’s possible alcoholism was not considered to have caused the behaviour relevant to the dismissal.
The Law of 4 June 2020 distinguishes between mandatory traineeships provided by a Luxembourg or foreign educational establishment (1) and practical traineeships undertaken in order to acquire professional experience (2). It also indicates the common provisions for both types of traineeships (3). 1. Mandatory traineeships provided by a Luxembourg or foreign educational establishment (art. L. […]
Final regulations (released on 19 May 2020) with respect to sexual harassment will go into effect on 14 August 2020.
Minister of Human Resources and Social Development Resolution No. 142906, dated 13.08.1441 H (May 2020), amends Article 27 of the implementing regulations to the Labour Law (last issued in January 2019).
New Circular stipulates that employees attending the workplace, are only permitted to work between the hours of 7am to 8pm from Sunday to Thursday.
If an employer pays the employee’s salary later than contractually agreed, and the employee receives a lower parental allowance from the state as a result of this delay, the employer can be held liable for the differential amount.