Germany: Action required – new information requirements mean many employment contracts need to be adapted

As of August 2022, the EU Directive 2019/1152 on “transparent and predictable working conditions in the European Union (Working Conditions Directive)” will be transposed into German law. This is intended to make the specific terms and conditions of employment even more transparent for the individual employee. The implementation takes place through the extension of the … Read more

Australia: Top 10 Employment, Industrial Relations & Safety trends for 2022

2021 has been another turbulent year in the employment, industrial relations and safety space in Australia. We’re proud to have worked with our clients on some of their most challenging people issues including the development of mandatory COVID-19 vaccination policies, sexual harassment and sexual assault in the workplace, and underpayments. As we move into 2022 … Read more

Australia: Final call for casual conversion

Employers have just one month left to take action to comply with the new casual conversion provisions under the Fair Work Act 2009 (Cth) (FW Act). In this article, we provide a recap on the changes to casual conversion, key timeframes for employers, and the steps that employers must take before 27 September 2021. Read more

Hong Kong HR Investigation Insights: suspension or administrative leave?

Where there is an ongoing investigation into the alleged misconduct of an employee, the employer wish to suspend an employee’s duties until the investigation is concluded. In Lengler Werner v Hong Kong Express Airways Ltd [2021] HKCFI 1333, the Court of First Instance (“CFI”) clarified the scope of an employer’s right under the Employment Ordinance … Read more

UK: Supreme Court landmark ruling that contractual terms are not the starting point for determining worker status – instead, a purposive approach to the legislation should be taken

On Friday the Supreme Court upheld the Employment Tribunal’s 2016 ruling in favour of two test claimants that, as Uber drivers, they were ‘limb (b)’ workers entitled to statutory holiday and minimum wage rights for their working time (including all the time spent in the agreed territory, logged into the app and ready and willing … Read more