On 22 February 2024, the Supreme Court of New South Wales dismissed a negligence claim in a workplace slip incident.
The Court found that the company had taken reasonable precautions to ensure safety and that there was insufficient evidence to prove that the accident resulted from their negligence. This emphasizes the importance of evidence in establishing negligence and the inherent safety of workplace conditions.
A Beijing court ruling ordered an employer to compensate an employee for sending WeChat work messages after working hours.
This recent lawsuit, related to working overtime through the use of WeChat, opened a great discussion in China.
It is an important reminder that to establish a system of non-fixed working hours for an employee, the local labour administration requires written authorization.
The Federal Labour Court on 4 May 2022 confirmed that in overtime proceedings, according to the German Law, employees must prove not only that they have worked overtime, but also that this has been ordered or at least approved by the employer.