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.
An employer who does not allow equal access to the means of election propaganda between trade unions is in violation of its obligation of neutrality, which is sufficient to justify the annulment of the elections
The EU Commission concluded the first stage of consultation with the social partners and has now launched a second stage, regarding the introduction of an instrument for decent minimum wages. Options for a directive and a (soft law) Council recommendation are both on the table
China’s first Civil Code has been passed during the third session of the 13th National People’s Congress on 28 May 2020. The Civil Code conforms compliance of civil laws and regulations, which have been scattered among different legal documents and is expected to further refine the Chinese legal system, particularly with regards to the rules of conduct in China’s civil and commercial areas
The employee had a trans-gender surgery performed and took sick leave after the surgery. The employer considered that the employee failed to apply for sick leave in advance and provided medical records with flaws. As a result, the employer terminated the employment due to absenteeism. The Beijing Court however, ruled that the termination was wrongful and thus the employee shall be reinstated
The UK government has published guidance on the more flexible form of its Coronavirus Job Retention Scheme (designed to support employers to pay the salaries of those employees who take a temporary leave of absence because of the difficulties their employer is facing due to Covid-19) that will start from 1 July 2020.
The Employment Appeal Tribunal (EAT) has ruled that if the sole or principal reason for a change to an employment contract is a TUPE transfer then that change is void – even where it is beneficial to employees.
If the “last straw” (i.e. the final event that leads to the employee resigning) is innocuous, can the employee still succeed in a constructive unfair dismissal claim? Yes says the Employment Appeal Tribunal – even if the “last straw” is innocuous, the employee may be able to rely on an earlier fundamental breach by employer to succeed in a constructive dismissal claim.
The Employment Law Chronicle provides an overview of developments in Dutch employment law between 1 January 2019 and 1 March 2020.