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 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.
The Organisation for Economic Cooperation and Development (OECD) recently released a report on the impact of Artificial Intelligence (AI) on the labour market. Published on 10 April 2024, it highlights the changing demand for skills and the profound transformation in how work is organised and performed.
The report emphasises a significant shift in skills demand across sectors due to AI adoption, increasing the need for technical and soft skills like problem-solving and critical thinking.
AI adoption varies by industry, affecting skill requirements differently across sectors. Employers in technology-intensive fields must prioritise upskilling and reskilling initiatives to cope with rapidly evolving job roles.
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.
The Supreme Administrative Court of Austria (VwGH) has recently confirmed in case Ro 2021/04/0010-11 that the Public Employment Service's use of an algorithm for categorizing job seekers qualifies as 'automated decision-making' under Article 22 of the General Data Protection Regulation (GDPR).
This term refers to a process where a decision that significantly affects an individual is made solely by automated means, without human intervention. The court's ruling mandates strict adherence to data protection laws in such cases.
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.
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.
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.
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