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On 9 September 2021, President Biden announced a US COVID-19 Action Plan comprised of six main components.

The US Department of Labor has announced that from 28 September this year, Trump-era rules on assessing who can be jointly liable as an employer will be withdrawn.

The introduction of remote work rules into the Polish Labour Code formally regulates the performance of work outside the employer's office.

When it comes to enforceability of a non-compete clause, the prospect of a raise for the employee can in some instances be an argument in favour of the employer.

Assuming the effects of COVID continue for at least a few more months, it seems unlikely that the world of work will ever ‘go back to normal' now.

The Brexit Agreement will keep data flowing across the Channel until up to 1 July 2021

The Berlin Labour Court has held that an employee who was bullied on the grounds of his East German origin had not suffered discrimination on the basis of ethnic origin.

What should employers consider when assessing the impact of the Ukraine crisis on their business and workforce, and how they can help support those affected?

The UK Home Office is currently cracking down on illegal working. Employers of illegal workers may be liable to civil penalties of up to GBP 20,000 per illegal worker...

The US state of New Jersey has introduced protections for employees who use cannabis recreationally and employers who drug test for it in the context of the state's new legal framework for cannabis...

The upcoming implementation of the EU Whistleblowing Directive is a good occasion to take a closer look at the cultural implications of whistleblowing in Argentina.

A Belgian employment court has ruled that a neutral dress code does not constitute direct discrimination, nor does it constitute indirect discrimination on the basis of religion.

The European Parliament recently approved the Artificial Intelligence Act, a huge step forward in creating a legal framework for AI technology throughout the European Union.

France's draft law transposing the EU Pay Transparency Directive has undergone significant amendments, introducing five key changes that will impact how employers handle gender pay gap reporting, employee categorization, and corrective measures. The September 2026 version strengthens labor authority powers and expands employee rights to request explanations on pay indicators.

Many employers are familiar with this scenario: Employees (often sales representatives) drive from their homes to customer appointments, and the question arises whether the employees are entitled to be paid for this travel time.

By 2 August 2022, EU member states must implement the Work-Life Balance Directive. In Germany, the big question was whether

How can employers in Germany respond when employees seek to exercise their right to access data relating to them under data protection rules? A recent Federal Labour Court ruling may provide some guidance.