As promised (see Gender equality roadmap above), the Government published a further consultation on 11 July 2019 to explore some of the concerns raised by the Women and Equalities Select Committee in their 2018 report. This follows the consultation earlier this year on the use of non-disclosure agreements (NDAs) and wider confidentiality clauses in sexual harassment cases
Jul
27
2019
UK: #Metoo – Recommendations on confidentiality clauses in discrimination and harassment cases
The Women and Equalities Select Committee has now published its report, making a number of recommendations, which comes after the Government’s consultation on the regulation of non-disclosure agreements (NDAs) in cases of workplace harassment and discrimination
Jul
27
2019
UK: Gender equality roadmap published
The Government Equalities Office has published Gender equality at every stage: a roadmap for change which sets out the Government’s proposals to tackle eight key drivers of gender inequality
Jul
27
2019
UK: Disability discrimination – perceived disability
The Court of Appeal has ruled that it is discriminatory to refuse employment because of a perception that a health condition will affect an employee’s ability to work in future
Jul
27
2019
UK: Supreme Court saves otherwise unenforceable non-compete covenant
The Supreme Court (the UK’s highest court) has confirmed that courts can in effect delete any part of a restriction in an employment contract that is too wide or too restrictive and enforce what’s left. In this case, the Court clarified when courts are entitled to edit contracts in this way
Jul
27
2019
USA: Mergers and Acquisitions and Compliance with Form I-9 Employment Eligibility Verification
A merger or acquisition in the works means not only needing to determine whether any acquired foreign nationals (including key employees) will be able to transfer seamlessly into the new entity, but also what to do about compliance with the Form I-9 Employment Eligibility Verification
Jul
27
2019
UAE: Major changes expected when new DIFC Employment Law enters into force on 28 August 2019
The new DIFC Employment Law No. 2 of 2019 comes into effect on 28 August 2019 and repeals and replaces the previous law, DIFC Law No. 4 of 2005, as amended. Key revisions include, among others, the application of the law to short-term employees and part-time employees; the introduction of a six month limitation period for bringing employment claims; greater protection for employees against discrimination (including harassment); enhanced family-friendly benefits; and increased clarity regarding the payment of salaries and other entitlements
Jul
27
2019
Sweden: New Swedish legislation prolongs the period of statutory employment protection to include protection for employees until they reach 69 years of age
Legislative changes concerning the Employment Protection Act (1982:80) will entitle employees to employment protection until they reach 69 years of age, prolonging the period of employment protection by two years to adapt to increased average lifespans
Jul
27
2019
Sweden: A thieving construction worker was entitled to damages due to omission of formal requirements in connection with his summary dismissal
The Labour Court ruled that an employer had lawful grounds to summarily dismiss a construction worker due to his theft of building materials. However, the employer’s lack of information and delayed payment of accrued vacation entitlement in connection with the summary dismissal entitled the worker to SEK 17,000 in damages
Jul
27
2019
Spain: New Royal Decree aims to provide real and effective equality between men and women in the conciliation of personal and family life
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