The Court of Justice of the European Union (CJEU) on 20 February 20 2024 addressed the disparity in dismissal protocols between fixed-term and permanent contracts under Directive 1999/70/EC.
The CJEU reaffirmed the principle of non-discrimination, stipulating that fixed-term workers should not be treated less favourably than permanent workers in terms of dismissal procedures, emphasising the need for a uniform approach in the dismissal of employees regardless of contract type.
The case, identified as C-715/20, arose from a preliminary request by the District Court for Kraków-Nowa Huta, Poland.
At a recent meeting organised by the Mexican Senate and the ILO Office for Mexico and Cuba, meaningful discussions unfolded regarding the ratification of ILO Convention 156, which aims to establish equality of opportunity and treatment for workers with family responsibilities.
This event underscored Mexican legislators' commitment to tackling the challenges and reaping the benefits of formalising support for workers with family responsibilities.
On 7 April 2024, a significant advancement for working mothers in Ethiopia was celebrated with the inauguration of new daycare facilities at Yirgalem Addis Textile Factory PLC and Ethio-Impact Manufacturing PLC.
These centres are designed to offer safe, stimulating, and child-friendly environments, crucially supporting the needs of mothers employed in the demanding textile and garment industry sectors.
Singapore's recent initiative, the SkillsFuture Level-Up Programme, is designed to significantly bolster the career longevity and adaptability of mid-career professionals aged 40 and above.
It took effect on 1 May 2024 and aims to address the dynamic needs of an ageing workforce and the demands of an evolving economy through substantial reskilling and upskilling opportunities.
The programme is open to all Singaporean citizens aged 40 and above, regardless of their employment status.
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.
Brazil has introduced Law No. 14.831, establishing the "Certificado Empresa Promotora da Saúde Mental," a certificate granted to companies that promote mental health and well-being among their employees.
To qualify, companies must adhere to guidelines focusing on mental health promotion, worker well-being, and transparency, including offering psychological support and promoting work-life balance.
The certification is valid for two years and could be used in marketing to highlight a company's commitment to mental health. Non-compliance can result in the certificate's revocation.
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