There have been several developments in Irish employment law in recent months. These developments include requirements for gender pay gap reporting, expanded protections for whistleblowers, family leave and flexible work arrangements provisions, a recent court decision relevant to the gig economy, and the European Commission’s infringement notice against Ireland for its failure to comply with the European Union’s Directive on European Works Councils. Employers should examine their policies and procedures to ensure that they are complying with these new measures.
Gender Pay Gap Reporting
Last year, Ireland enacted the Gender Pay Gap Information Act (the “Act”), which requires organizations to report their gender pay gap metrics. Regulations under the Act went into effect May 31, 2022 and require organizations with more than 250 employees to report their gender pay gap information in 2022.
Continue reading “Recent Developments in Irish Employment Law”
On June 20, 2022, Puerto Rico’s governor signed into law Act No. 41-2022 (“the Act”). The Act rolls back certain changes brought about by the Labor Transformation and Flexibility Act (“LTFA”). The LTFA was enacted in 2017 in an effort to reenergize the island’s economy following its effective bankruptcy.
Continue reading “Reforms to Puerto Rican Labor Law Reinstate Employee-Friendly Measures”
Following Russia’s invasion of Ukraine on February 24, 2022, the Russian government has imposed several restrictions that may affect employers with operations in Russia. The restrictions prohibit:
Continue reading “Multinational Companies Operating in Russia Must Be Aware of Recent Restrictions on Disseminating Certain Information”
On February 21, Britain’s Prime Minister, Boris Johnson, announced that all of England’s COVID-19 regulations and restrictions would be revoked in coming weeks. Shortly thereafter, countries across the globe began to follow suit.
The COVID-19 pandemic is causing many employers to reconsider the need for employees to return to the office in any capacity. At the same time, many employees have requested to work remotely from other countries. This presents potential tax (both corporate and individual), permanent establishment, and immigration issues. In response, as of the beginning of 2022, over 20 countries are now taking a dynamic approach to these changes and have introduced “digital nomad” visas that allow individuals to live in the respective country while working for a company that has no presence there.
Brazil has joined this growing number of countries that are offering digital nomad visas, issuing the long-awaited Resolution No. 45. Resolution No. 45 allows non-Brazilian workers to apply for visas that allow them to work in Brazil as digital nomads for up to 90 days during a 180-day period, or up to 180 days in a one-year period. Such visas will be valid for up to one year and will be eligible for renewal for another year. The maximum period a worker may remain in the country pursuant to Resolution No. 45 depends upon the worker’s nationality.
Continue reading “Brazil Joins the Growing List of Countries Offering “Digital Nomad” Visas”
Austria made headlines this week by becoming the first country in Europe to implement a general mandate for vaccinations against COVID-19.
The regulation applies to all adults, with limited exemptions for individuals who are pregnant, who cannot be vaccinated for medical reasons, and who have recovered from COVID-19 within the last 180 days.
Continue reading “Austria Implements Sweeping COVID Vaccination Mandate”