The case Lamont v Ritchies Transport Holdings Limited highlights the possible negative consequences of multiple negotiations of different collective agreements.
In Austria, a new collective agreement will enter into force at the end of 2021 for all employees of companies in the trade sector
The agreement will reform the salary schedule and aims at uniformising and reducing the salary levels, and “to create a modern scheme of employment groups, obtain more legal certainty in job grading”
On 27 September 2020, the citizens of the Geneva Canton agreed to modify the Law on Inspection and Labour Relations, by the institution of a mandatory minimum hourly wage.
This means that the monthly minimum wage will amount to CHF4210 gross per employee (42 hours weekly).
The text contains important updates and simplification measures compared to the previous collective agreement, on categories, qualifications, organisation of work, and salaries.
Changes to the labour codes aim at promoting harmonious industrial relations, higher productivity and employment creation, and increase the workers coverage by social security.
They also aspire to facilitate businesses in terms of licensing and permit requirements.
The amendment to the Posting of Workers Directive had to be transposed into national law in July 2020.
Sweden has already complied with this obligation after undergoing a process of dialogue with the social partners.
The outcome regulation is not fully satisfactory as there is still a lack of clarity on a major part of the amendment concerning wages, which is likely to impact companies.