On 24 July 2024, the Consumer Financial Protection Bureau (CFPB) issued Circular 2024-04, which provides critical guidance on whistleblower protections under Section 1057 of the Consumer Financial Protection Act (CFPA).
This circular has significant implications for businesses regarding confidentiality agreements and their potential conflict with federal whistleblower protections.
It clarifies that while confidentiality agreements can protect legitimate business interests, they must not infringe on employees' rights to report suspected violations of consumer financial laws.
The California Supreme Court's recent decision to uphold Proposition 22 marks a crucial moment for the gig economy, providing a definitive resolution to the long-standing legal debate.
This ruling has profound implications for app-based companies and their workforce management strategies.
It provides a framework for employers to maintain flexible workforce models while adhering to mandated benefits and protections.
On 8 July 2024, the Official Gazette published Law 27,742, also known as the “Bases and Starting Points for the Freedom of the Argentines”. It was approved by the National Congress on 27 June 2024.
It includes a declaration of public emergency in administrative, economic, financial, and energy matters, which is set to last for one year. This emergency declaration was initially made by Decree 70/2023, as we previously reported here.
It amends several pieces of legislation administered by the Ministry of Business, Innovation, and Employment (MBIE) to reduce compliance burdens, clarify statutory provisions, address regulatory inconsistencies, and respond to technological changes.
The introduction of the "Ley Contra el Discrimen Por Razón de Estilos de Cabello" on July 24, 2024, marks a significant step in Puerto Rico's legislative efforts to combat racial discrimination.
This law addresses the discriminatory and bias practices against hairstyles and hair textures commonly associated with specific racial and national identities.
It amends several existing laws, including the "Ley de Relaciones del Trabajo para el Servicio Público de Puerto Rico" and the "Ley para prohibir y prevenir el Acoso Laboral en Puerto Rico."
Lesotho recently enacted the Labour Act 2024, consolidating all labour and employment laws in the country. It came into force on 2 April 2024.
The Act replaces the Labour Code Order, 1992, and introduces significant changes aimed at providing a comprehensive framework for regulating employment relations, promoting fair labour practices, and ensuring the welfare and rights of both employers and employees.
It follows the ratification, in March 2022, of three ILO conventions, confirming a strong commitment to improving working conditions in both public and private sectors: Convention Labour Relations (Public Service), 1978 (No. 151), Promotional Framework for Occupational Safety and Health Convention, 2006 (No. 187) and Violence and Harassment Convention, 2019 (No. 190).
During the recent visit of ILO Director-General Gilbert F. Houngbo to Gabon on 1 and 2 July 2024, a sub-committee on employment and decent work at the National Assembly was estabilished.
This development is set to bring substantial benefits to businesses, signaling Gabon's commitment to fostering a more structured and supportive environment for employers.