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.
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 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.
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.
On 14 March 2023, the Dutch House of Representatives passed the "Supervision of Equal Opportunities in Recruitment and Selection Bill," which aims to address and reduce employment discrimination, especially on the basis of origin, gender, race, colour, age, religion, sexual orientation or disability.
On 12 March 2024, the discussion around the bill continued in the Dutch Senate, building on the plenary debate initiated on 27 February 2024.A critical vote and accompanying motions took place on26 March 2024 and and the Bill was not adopted in the Senate after a majority voted against it.
The Workplace Gender Equality Agency (WGEA) has published the first median gender pay gaps for Australian private sector employers, reflecting the Albanese Government's commitment to remedying inequities in the labour market.
In a recent decision, the Eleventh Circuit Court of Appeals addressed Florida's controversial "Stop WOKE" Act, which sought to limit mandatory employer-led training on topics deemed objectionable by the state, specifically those related to discrimination, diversity, equity, and inclusion.
The court's ruling struck down these provisions, emphasising the paramount importance of the First Amendment and its protections against content and viewpoint discrimination.
This decision reaffirms employers' right to conduct mandatory training sessions on a wide range of topics, including sensitive issues surrounding diversity and inclusion, without fear of punitive action from the state.
Spain's Ministry of Labour and Social Economy has initiated tripartite negotiations involving government, labour unions and employer organizations to implement measures for real and effective LGBTI equality in the workplace.
The negotiations aim to give effectiveness to Law 4/2023, which mandates companies with over 50 employees to adopt specific measures and resources for LGBTI equality, including protocols for addressing harassment or violence.