Employers in Brazil with 100 or more employees per legal entity (per CNPJ – Brazilian corporate taxpayer registry number) must prepare for the next salary transparency reporting cycle.
31 August 2026: Submit Supplementary Information
Continue reading “Brazil Salary Transparency Reporting: Key Deadlines”
Ireland’s employment law landscape has seen significant movement in recent months. From new retirement legislation to evolving disability protections and AI guidance, here are seven developments that employers operating in Ireland should have on their radar.
The Employment (Contractual Retirement Ages) Act 2025 (“the 2025 Act”), enacted in December 2025, formally took effect on June 29, 2026. The legislation establishes a new right for employees approaching their contractual retirement age to notify their employer that they do not consent to retiring at that age. Employers must follow a formal notification and response process and objectively justify any decision to retire an employee before the State pension age, which is currently 66.
Continue reading “Irish Employment Law: Seven Key Developments Employers Should Know”
As wildfire seasons grow longer and more severe, employers face growing obligations to protect employees from wildfire smoke exposure in the workplace. Employers with outdoor or poorly ventilated workforces should review their air quality monitoring, training, respiratory protection, and accommodations practices to be prepared to respond to these increasing risks.
To view the full alert, visit the Faegre Drinker website.
Colorado’s 2026 legislative session produced significant employment law changes spanning workers’ compensation, identification document protections, workplace safety, demographic data reporting, and AI-driven decision-making. Some requirements are already in effect, while others phase in through 2027 and 2028. Employers should review the effective dates and begin assessing whether any new notice, reporting, or policy updates are required.
To view the full alert, visit the Faegre Drinker website.
Effective July 1, in Indiana it is unlawful for an employer to knowingly or intentionally recruit, hire, or continue to employ an individual who is not authorized to work in the United States. While the prohibition does not apply to hiring or recruitment that occurred before July 1, employers have an obligation to terminate any employee hired before July 1 who is known to lack lawful work authorization. We suggest practical next steps for Indiana employers.
On average, the timeline for reaching an initial collective bargaining agreement averages around 461 days. Employers that are facing or anticipating organizing campaigns should be ready to evaluate their labor relations strategies in light of this development, as enactment would dramatically compress the window available to negotiate first contracts.
Continue reading “House Advances Bill to Impose 90 Day Deadline to Reach First Labor Contracts”