Does 'Private Life' Exist For Employees In The Age Of Social Media? (Video)

The European Union has introduced a groundbreaking directive aimed at transforming the gig economy by establishing new protections for platform workers.

The part of the proposal that has gotten the most public attention is a gradual increase in the retirement age from 62 to 64. There is much more to the plan, however.

France has missed the EU Pay Transparency Directive's transposition deadline but released a revised draft law in June 2026.

Par un arrêt du 8 octobre 2025 (n°23-23.501, publié au Bulletin), la Cour de cassation précise que l'action en nullité d'une transaction conclue pour mettre fin à un litige relatif à l'exécution...

Working environments are constantly changing, and so is the law. Technological advancements, evolving employer and employee expectations, as well as new organizational structures are challenging traditional norms.

As digital tools blur the boundaries between work and personal time, jurisdictions worldwide are introducing measures to protect employees' rest periods. France, Australia, and Colombia have each adopted distinct approaches to the right to disconnect, ranging from mandatory employer policies to employee-driven protections against unreasonable out-of-hours contact.

Like most European countries, France is currently experiencing a major demographic challenge due to its ageing population.

The Macron reform introduces a new character onto the stage of French employment law: the rupture conventionnelle collective (RCC), collective mutually agreed terminations!

The trend to a more employer-friendly approach stems from last year's decision of the French Supreme Court of 25 November 2015.

The European Union has introduced a groundbreaking directive aimed at transforming the gig economy by establishing new protections for platform workers.

As US state legislatures conclude their 2026 sessions, artificial intelligence regulation has transitioned from an emerging policy area to a mainstream compliance obligation. This comprehensive analysis examines the patchwork of enacted AI legislation across consumer transparency, healthcare, and employment sectors, revealing what businesses operating across state lines must prioritize in the second half of the year.

The International Court of Justice has issued a landmark advisory opinion confirming that the right to strike is protected under ILO Convention No. 87, a treaty Australia ratified in 1973. While this opinion doesn't immediately change Australian domestic law, it creates a significant new reference point that unions may leverage in litigation, enterprise bargaining, and industrial relations reform discussions. Australian employers face potential challenges to existing Fair Work Act restrictions on protected

On 21 March 2025, the New Federal Law for the Protection of Personal Data in Possession of Private Parties came into effect, superseding and repealing the prior data protection law.

These shifts are increasing both transparency and risk, with closer monitoring of visitor activity, evolving 'permanent establishment' rules...

Highlights in this month's edition include new developments in AI governance in both Australia and Malaysia, Singapore's new Workplace Fairness Act taking further shape...

The part of the proposal that has gotten the most public attention is a gradual increase in the retirement age from 62 to 64. There is much more to the plan, however.

Japan's public pension system requires mandatory enrollment for all residents aged 20 to under 60, including foreign nationals, with contributions split equally between employers and employees. While supplementary corporate pension plans are voluntary, employers must navigate strict legal requirements when establishing or amending them. Understanding the interplay between statutory obligations, voluntary pension options, and the tax treatment of contributions and benefits is essential for compliant workforc

The Minimum Wage Council under the Ministry of Employment and Labor (MOEL) has set the 2026 minimum wage at KRW 10,320 per hour, a 2.9% increase from the current 2025 rate of KRW 10,030.

Hong Kong's Privacy Commissioner for Personal Data (PCPD) recently published Guidelines for the Use of Generative AI by Employees.