A reliable and regularly updated suite of employment law guides for HR professionals with responsibilities for staff in countries outside the UK.
This tool will ensure you:
- Understand employee rights in key areas including minimum wage rates, maternity leave and compensation on termination.
- Recognise the role of collective rights and bargaining in the relevant country.
Learn more
Global employer
The Guide for global employers provides an overview of the main issues facing employers with staff in more than one country, while the individual country guides provide employment law guidance at national level.
Global resources
Our EU pay transparency table tracks the implementation of the EU Pay Transparency Directive as member states adopt national legislation to meet its requirements. Our other comparative tables compare the statutory rules on a specific topic across different countries:
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New and updated
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Further information has been added on Estonia’s approach to transposing the Directive into national law, including its implementation of selected pay transparency measures and its position on the Directive's remaining requirements.
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New information on seconded workers has been added.
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The global temporary (agency) workers comparative table has been expanded to include China as a new jurisdiction.
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New information on income tax has been included.
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New information on maximum monetary penalties for offences under the model Work Health and Safety Act has been added.
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New information on temporary agency workers has been added.
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The Government has responded to the Secure Jobs, Better Pay Review. Employers should monitor the implementation of the response, particularly any reforms affecting enterprise bargaining, fixed-term employment and flexible working arrangements. There are also proposed amendments to federal anti-discrimination legislation relating to sexual orientation, gender identity and sex characteristics.
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New reporting requirements for workplace accidents have come into effect, increasing the absence threshold for reporting less serious accidents while maintaining reporting obligations where compensation may be payable.
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Employers must report workplace accidents no later than 14 days after the injury date where the accident causes the injured person to be absent from their usual work for at least three days, in addition to the day of the accident.
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The first wave of transposition laws has highlighted that transposition does not necessarily mean immediate full compliance, with some countries introducing phased implementation timelines. Furthermore, member states are taking different approaches to achieving the Directive’s objectives, while there are growing concerns about the administrative burden of the provisions.