Our December update covers the following: in India the Haryana State Employment of Local Candidates Act 2020 will take effect on 15 January 2022 in the State of Haryana. The law will require private sector employers to reserve 75% of jobs with a monthly salary of less than INR30,000 (approx. USD$400) to local candidates – … Read more

On 16 December Parliament approved emergency legislation temporarily changing the statutory sick pay rules with effect from today, 17 December, in order to free up GP time for the vaccine booster programme. For any period of sickness starting on or after 10 December and up to the end of 26 January 2022, employees will not … Read more

This post is an update to our November 16, 2021 article titled “US: Federal Vaccine-or-Test Mandate Hits the Lottery System”. Having been chosen by lottery to decide on the legality of OSHA’s vaccine-or-test mandate, including whether to uphold the Fifth Circuit’s stay of the mandate, a 2-1 majority of the Sixth Circuit decided on Friday December … Read more

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

In some cases it may be prudent for an employer contemplating dismissal to discuss with the employee whether they would abide by a final warning.  This will of course depend on the nature and seriousness of the original misconduct and the surrounding circumstances, but it is worth building a check into the disciplinary process at … Read more

Overnight, the changes made pursuant to the Public Health and Wellbeing Amendment (Pandemic Management) Act 2021 (Vic) (Act) came to life in Victoria. The Act introduces a framework specific to pandemics in the Public Health and Wellbeing Act 2008 (Vic) (PHW Act), which replaces the current framework that has been applied to Victoria since the … Read more

Employers handling a statutory flexible work request should ensure that any extension to the three month period for deciding the request (including any appeal) is specifically agreed, preferably in writing.  They cannot rely on the fact that the employee has agreed to attend an appeal after the expiry of the period as implicitly extending the … Read more

Our November update covers the following: the new Personal Information Protection Law in the PRC is discussed in our dual language update here  an overview of proposed amendments to the Employment Act in Malaysia, including maternity/paternity leave, the hiring of foreign employees and flexible work arrangements is available here  our summary of a recent Hong Kong … Read more