Between 8 to 12 May 2023, a group of more than a hundred experts representing workers, governments, and employers worldwide met in Geneva to discuss decent work in the agri-food sector.
On 12 May, the ILO sector guidelines were adopted.
The Guidelines sets out common principles and the policy framework that should guide action to achieve decent work in the agri-food sector.
On 31 May 2023, the German Federal Labour (Bundesarbeitsgericht) rejected the claim of a German agency worker. It confirmed that the German collective labour agreement aligns with the EU Directive on temporary agency work.
It follows the preliminary ruling of the European Court of Justice of 22 December 2022 case C-311/21.
The law is the most significant increase in women's political participation in the country's history and an excellent achievement for gender equality in Sierra Leone.
Approval was possible because of the understanding that emancipated women would contribute economically to the family, the community, and the country.
In its 11th edition, the Report highlights how international cooperation to strengthen employment and social protection can help address the growing disparities between high- and low-income countries.
On 12 June 2023, the EU Council agreed on the proposal for a Directive onimproving the working conditions in platform work and on a general approach. The proposal introduces two key improvements. It supports the determination of the correct employment status of digital platforms workers and establishes the first EU rules on the use of artificial intelligence in the workplace.
Amazon recently launched a new term-time contract to boost employees' flexibility, offering parents, grandparents, and guardians of school-age children the choice to work term-time only. The contract guarantees employees’ time off during the summer, Easter and Christmas holidays to spend more time with their children.
Amazon also announced a new flexible part-time contract introduced following employee feedback.
On 8 June 2023, the Advocate General of the European Court of Justice (CJEU), in case C‑218/22, ruled that Member States may limit the monetisation of paid annual leave not taken at the end of the employment relationship.
Member States may impose conditions on workers exercising the right to annual leave to encourage their actual use instead of their monetisation.
The preference for the actual taking off paid annual leave is justified by the institution's purpose, which is to allow the worker to rest from the performance of the tasks assigned to him under his employment contract and benefit from a period of relaxation and recreation.
It provides employers with information on assessing the potential adverse impact of artificial intelligence-based selection procedures on protected groups.
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