On 5 July 2024, Deputy Peter Burke, Minister for Enterprise, Trade, and Employment, signed the European Union (Corporate Sustainability Reporting) Regulations 2024 into law.
This Statutory Instrument (SI 336/2024) came into effect on 6 July 2024, meeting the CSRD's transposition deadline.
The Italian Data Protection Authority has recently issued an updated version of its guidelines on managing workplace email and metadata processing.
This update, formalised in Measure No. 364 on 6 June 2024, revises the previous guidelines (document no. 642 of 21 December 2023) and provides crucial clarifications for employers.
It follows the 30-day public consultation launched by the Supervisory Authority after the publication of the first guidelines.
The case concerned TVNZ's compliance with its collective agreement during a significant restructuring process involving redundancies and show cancellations.
A recent judgment by the High Court in London addressed a significant issue in a case of injunction against a former employee for misappropriating confidential documents.
This decision highlights important considerations for employers regarding the protection of confidential information and the obligations of former employees.
Federal Law No. 10 of 2023 is a new UAE law that regulates the relationship between psychiatric patients and various entities, including employers. It provides guidelines to ensure the protection, dignity, and rights of individuals with mental health conditions.
It applies across the UAE, except the financial free zones, the
President Ferdinand R. Marcos Jr. recently signed Republic Act 11996, known as the "Eddie Garcia Law," which strengthens the rights and protections of workers in the movie and television industry.
This legislation aims to ensure safer and fairer working conditions.
Coverage of new legislation:
- Mandatory employment contracts detailing work conditions and non-discrimination clauses.
- Strict complianc
- Regular payment of wages and social security benefits.
On 14 February 2024, The Supreme Court of the Philippines ruled that discrimination based on HIV status is prohibited under Philippine law, and foreign laws contrary to these principles cannot be enforced.
The Supreme Court stated that Philippine laws apply to overseas employment contracts unless specific conditions for foreign laws are met.
It ruled that the Kingdom of Saudi Arabia's (KSA) law deeming individuals with HIV as unfit to work contradicts Philippine law and that the dismissal based on HIV status was unlawful.