On 13 May 2024, the Federation of Kenya Employers (FKE) and the International Training Centre of the International Labour Organization (ITCILO) officially signed a Memorandum of Understanding (MOU) at FKE Headquarters in Nairobi.
The MOU was signed by Ms. Jacqueline Mugo, Executive Director & CEO of FKE and new IOE president (since June 2024) and Mr. Paolo Salvai, ILO Programme Director in Turin, with the attendance of Ms. Caroline Njuki, ILO Kenya Country Director, and other notable members of the FKE Faculty.
This collaboration heralds the launch of the International Postgraduate Certificate in Industrial Relations in Kenya, a programme that both FKE Faculty and the ILO will facilitate.
Quebec's Bill 42, effective 27 March 2024, sets a new benchmark for labour laws related to psychological harassment and sexual violence in Quebec. It calls for employers to adopt a proactive stance in preventing harassment and ensuring a safe work environment.
It introduces strategic changes across several acts, including the Labour Code and the Act respecting industrial accidents and occupational diseases.
The bill mandates specialised training for arbitrators on sexual violence, underscoring the commitment to informed resolution processes.
The introduction of legal presumptions to facilitate claims for injuries resulting from sexual violence, along with extended filing time limits, underscores a proactive approach to support workers, balancing employee well-being with organisational accountability.
On 21 March 2024, Cambodia's Ministry of Labour and Vocational Training (MoLVT) has issued a new notification clarifying compensation entitlements upon employment contract termination.
The notification distinguishes between fixed duration contracts and undetermined duration contracts.
Specific provisions address both standard terminations and scenarios involving bankruptcy.
On 19 March 2024, Labour MP Camilla Belich introduced the Employment Relations (Employee Remuneration Disclosure) Amendment Bill to Parliament.
The Bill seeks to amend the Employment Relations Act 2000, introducing protections for employees engaging in remuneration discussions.
If passed, it would classify adverse actions by employers related to remuneration discussions as grounds for personal grievances, supporting the right to discuss pay freely without fear of retaliation.
The Bill will have its first reading in the next few weeks.
Effective 1 April 2024, all business operators must provide reasonable accommodation to persons with disabilities, according to the recent amendments to the Act for Eliminating Discrimination against Persons with Disabilities.
On 17 April 2024, the UK Supreme Court declared Section 146 of the Trade Union and Labour Relations (Consolidation) Act 1992 (TULRCA) incompatible with Article 11 of the European Convention on Human Rights.
The Court has identified a critical gap in the protection offered under TULRCA, particularly relating to detriments workers face when engaging in lawful industrial actions.
While the law remains unchanged immediately, this decision prompts potential legislative reform.
The recent report co-authored by the International Organisation of Employers (IOE) and the International Labour Organization (ILO) provides a comprehensive overview of the strides made by Employer and Business Membership Organizations in advancing gender equality.
The study, which includes data from 95 EBMOs across 87 countries, reveals both the progress made and the challenges that persist in achieving gender parity within business leadership and governance.
The Dutch Future Pensions Act (WTP), which took effect on 1 July 2023, marks a significant overhaul of the pension system in the Netherlands.
The reforms address the need for financial sustainability and aim to better meet pension beneficiaries' changing demographics and needs, resulting in a more personalised and transparent system that maintains solidarity among beneficiaries.