For Irish lawmakers, commitment to promoting diversity, equity and inclusion (DEI) continues to be a top priority in 2023. Following the introduction of Ireland’s Gender Pay Gap Information Act (the Act) in 2021, employers continue to be required to report their gender pay gap metrics as a tangible commitment to DEI.
On May 31, 2022, regulations went into effect requiring organizations with more than 250 employees to report their gender pay gap information in December 2022, based on a June 2022 snapshot of the organizations’ employees.
Continue reading “Diversity, Equity and Inclusion Developments in Irish Employment Law”
A notable development in Polish employment law recently was passed. The legislation includes substance testing requirements and regulations on remote work.
This new legislation will have a powerful impact on Polish companies. Employers located in Poland should examine their policies and procedures to ensure they comply with these new regulations. Polish employers will be required to add special clauses reflecting the substance testing and remote work stipulations to their internal Work Regulations.
Substance Testing Requirements
On January 1, 2023, the law on substance testing is expected to come into force.
Continue reading “Polish Employment Law Developments: Substance Testing and Remote Work”
Employers with a presence in Mexico should be aware of a recent change in Mexican employment law. Effective as of January 1, 2023, employees in Mexico will be entitled to more vacation days.
Employees with one to five years of seniority will enjoy six more days of vacation entitlement. Currently, the vacation entitlement for employees with one, two, three, four and five years of seniority is six, eight, 10, 12 and 14 days, respectively. The new legislation will require employers to raise those vacation-day tallies to 12, 14, 16, 18 and 20 days, respectively.
Continue reading “Mexico Employment Law Update: Vacation Days Must Increase Beginning January 1, 2023”
The U.K. government has launched a new immigration route, the Scale-Up Worker visa. The route will allow the employer access to a cost- and time-effective means of hiring highly skilled foreign nationals, without necessarily committing to a long-term contract, and it will allow the employee the freedom to change employers without risking their immigration status in the U.K. This article will provide a brief explanation of how an organisation can become eligible to sponsor individuals/employees through this route.
Continue reading “How to Become a Scale-Up Worker Sponsor”
The Home Office released its most recent “Statement of Changes” on 18 October 2022. Whilst there are no major, over-arching changes being introduced, as we have seen in previous versions of the statement, there are still a number of announcements that will be of interest and significance to those individuals it applies to.
Continue reading “Statement of Changes, October 18, 2022 – Points of Interest”
U.K. courts have faced novel employment questions regarding whistleblowers, discrimination over personal beliefs and whether long COVID can be a disability. Employers in the United Kingdom should keep a note of these recent rulings to inform their own policies.
Continue reading “U.K. Employment Law Update: Whistleblower Dismissal, Belief Discrimination and Long COVID”