Worldwide: Employment International Newsletter - December 2014

This quarter, we cover a variety of topics from the UK, including cyberbullying, holiday pay claims and class actions, and International Pension Plans. There are also updates from Australia, India, the Netherlands, Qatar and the US. We also continue our series of Employment "at a glance" guides, with a summary of employment law in the UK.

Employment "at a glance" guide - UK

For some time, the balance of employment rights in England & Wales has fallen squarely in favour of employees. Most recently however, the introduction of employment tribunal fees in July 2013 has resulted in a 70% drop in claims, meaning that employers would appear to be less at risk of claims for technical breaches of the law. Nevertheless, most businesses are still very conscientious about wanting to be seen to be "good employers", but if not, the bottom line remains that provided they are prepared to pay sufficient compensation, employers in England & Wales can usually achieve what they wish.

Australia: No implied term of mutual trust and confidence for employment contracts

Jenni Priestley, partner and Leah Hewish, associate at Clyde & Co's Australia office report on a recent decision of the High Court of Australia.

In Commonwealth Bank of Australia v Barker [2013] FCAFC 83, the High Court of Australia has reversed the decision of the Full Federal Court, and declined to imply a mutual obligation of trust and confidence into Australian employment contracts.

India: The Prime Minister unveils new labour reforms

Vineet Aneja, partner and Vikram Bhargava, senior associate in Clyde & Co Clasis India office report on proposed Indian employment reforms.

On 16 October 2014 Narendra Modi, the Indian Prime Minister, proposed a number of labour reforms. These aim to create a more favourable environment for industrial development by making it easier for businesses to operate in India and at the same time, to provide benefits for employees.

The Netherlands: New dismissal and unemployment legislation

Christiaan Oberman, partner and Karol Hillebrandt, senior associate at Palthe Oberman, L&E Global, the Netherlands summarise the changes to the Dutch dismissal system and unemployment legislation.

The forthcoming changes to Dutch dismissal law have been discussed in politics and the media. The government intends that these changes will strengthen the position of flexible workers and that the Unemployment Insurance Act will make it easier for people to find work. The most significant elements of the new Act are discussed below.

Qatar: The new national health insurance scheme

Emma Higham, legal director based in Clyde & Co's Doha office outlines the implications for employers of Qatar's new healthcare system, which is in the process of being implemented.

Qatar's National Vision 2030 sets out the Qatari government's goal of improving the health of Qatar's population by developing a world class and integrated healthcare system. As part of this goal, a national health insurance scheme named 'Seha' is currently being implemented which will be accessible to all citizens, residents and visitors. Employers in Qatar are eagerly awaiting further guidance on the value of premiums which will be payable on behalf of employees for participation in the mandatory universal health insurance scheme.

UK: Cyberbullying – what should employers be doing about it?

James Major, partner and Corinna Harris, professional support lawyer in Clyde & Co's London office explain how employers should respond to incidents of work-related cyberbullying.

Many employers have been faced with a situation where an employee has made derogatory comments about a colleague on Facebook, which were posted outside working hours, or a situation where derogatory comments have been made about the company on Facebook or another social media site. It is often difficult to know what steps you can, and should, take.

UK: Holiday pay claims – will we see US-style wage and hour class actions?

Nick Dent, partner and Corinna Harris, professional support lawyer at Clyde & Co's London office consider whether, following the Employment Appeal Tribunal's (EAT) decision in the holiday pay claims, the number of group actions in the UK will increase significantly.

Traditionally viewed as a US phenomenon, class actions allow groups of people to bring a claim jointly, usually against their employer or a corporation. The benefit of group actions is principally reduced legal costs for the claimants, but these claims are also more likely to draw publicity, and put the employer under greater pressure to settle.

UK: International Pension Plans

Mark Howard, partner and Ian Mylrea, senior associate, both pensions specialists based in Clyde & Co's London and Manchester offices respectively, give an overview of International Pension Plans (IPPs).

An IPP is a single plan that can be offered to the employees of global organisations, irrespective of where they are based, allowing for regular and consistent contributions, and which may be simpler and potentially more cost effective to administer and monitor than running several separate plans across different jurisdictions.

US: Considerations for addressing Ebola in the workplace

Specialists in disability, leave and safety & health at Jackson Lewis, L&E Global, North America discuss the potential employment and health and safety considerations raised by the Ebola outbreak.

The spread of Ebola hemorrhagic fever (EHF) and the incidence of Ebola cases in the United States have raised issues for employers and employees on the appropriate workplace responses as the public health community at large has mobilized to prevent the spread of the virus.

Meet the India employment team

Clyde & Co has had an association with Clasis Law since April 2011, having established offices in Mumbai and Delhi.

Please click on the link to view the full newsletter.

Download PDF (4 MB)

The content of this article is intended to provide a general guide to the subject matter. Specialist advice should be sought about your specific circumstances.

To print this article, all you need is to be registered on

Click to Login as an existing user or Register so you can print this article.

In association with
Related Video
Up-coming Events Search
Font Size:
Mondaq on Twitter
Register for Access and our Free Biweekly Alert for
This service is completely free. Access 250,000 archived articles from 100+ countries and get a personalised email twice a week covering developments (and yes, our lawyers like to think you’ve read our Disclaimer).
Email Address
Company Name
Confirm Password
Mondaq Topics -- Select your Interests
 Law Performance
 Law Practice
 Media & IT
 Real Estate
 Wealth Mgt
Asia Pacific
European Union
Latin America
Middle East
United States
Worldwide Updates
Check to state you have read and
agree to our Terms and Conditions

Terms & Conditions and Privacy Statement (the Website) is owned and managed by Mondaq Ltd and as a user you are granted a non-exclusive, revocable license to access the Website under its terms and conditions of use. Your use of the Website constitutes your agreement to the following terms and conditions of use. Mondaq Ltd may terminate your use of the Website if you are in breach of these terms and conditions or if Mondaq Ltd decides to terminate your license of use for whatever reason.

Use of

You may use the Website but are required to register as a user if you wish to read the full text of the content and articles available (the Content). You may not modify, publish, transmit, transfer or sell, reproduce, create derivative works from, distribute, perform, link, display, or in any way exploit any of the Content, in whole or in part, except as expressly permitted in these terms & conditions or with the prior written consent of Mondaq Ltd. You may not use electronic or other means to extract details or information about’s content, users or contributors in order to offer them any services or products which compete directly or indirectly with Mondaq Ltd’s services and products.


Mondaq Ltd and/or its respective suppliers make no representations about the suitability of the information contained in the documents and related graphics published on this server for any purpose. All such documents and related graphics are provided "as is" without warranty of any kind. Mondaq Ltd and/or its respective suppliers hereby disclaim all warranties and conditions with regard to this information, including all implied warranties and conditions of merchantability, fitness for a particular purpose, title and non-infringement. In no event shall Mondaq Ltd and/or its respective suppliers be liable for any special, indirect or consequential damages or any damages whatsoever resulting from loss of use, data or profits, whether in an action of contract, negligence or other tortious action, arising out of or in connection with the use or performance of information available from this server.

The documents and related graphics published on this server could include technical inaccuracies or typographical errors. Changes are periodically added to the information herein. Mondaq Ltd and/or its respective suppliers may make improvements and/or changes in the product(s) and/or the program(s) described herein at any time.


Mondaq Ltd requires you to register and provide information that personally identifies you, including what sort of information you are interested in, for three primary purposes:

  • To allow you to personalize the Mondaq websites you are visiting.
  • To enable features such as password reminder, newsletter alerts, email a colleague, and linking from Mondaq (and its affiliate sites) to your website.
  • To produce demographic feedback for our information providers who provide information free for your use.

Mondaq (and its affiliate sites) do not sell or provide your details to third parties other than information providers. The reason we provide our information providers with this information is so that they can measure the response their articles are receiving and provide you with information about their products and services.

If you do not want us to provide your name and email address you may opt out by clicking here .

If you do not wish to receive any future announcements of products and services offered by Mondaq by clicking here .

Information Collection and Use

We require site users to register with Mondaq (and its affiliate sites) to view the free information on the site. We also collect information from our users at several different points on the websites: this is so that we can customise the sites according to individual usage, provide 'session-aware' functionality, and ensure that content is acquired and developed appropriately. This gives us an overall picture of our user profiles, which in turn shows to our Editorial Contributors the type of person they are reaching by posting articles on Mondaq (and its affiliate sites) – meaning more free content for registered users.

We are only able to provide the material on the Mondaq (and its affiliate sites) site free to site visitors because we can pass on information about the pages that users are viewing and the personal information users provide to us (e.g. email addresses) to reputable contributing firms such as law firms who author those pages. We do not sell or rent information to anyone else other than the authors of those pages, who may change from time to time. Should you wish us not to disclose your details to any of these parties, please tick the box above or tick the box marked "Opt out of Registration Information Disclosure" on the Your Profile page. We and our author organisations may only contact you via email or other means if you allow us to do so. Users can opt out of contact when they register on the site, or send an email to with “no disclosure” in the subject heading

Mondaq News Alerts

In order to receive Mondaq News Alerts, users have to complete a separate registration form. This is a personalised service where users choose regions and topics of interest and we send it only to those users who have requested it. Users can stop receiving these Alerts by going to the Mondaq News Alerts page and deselecting all interest areas. In the same way users can amend their personal preferences to add or remove subject areas.


A cookie is a small text file written to a user’s hard drive that contains an identifying user number. The cookies do not contain any personal information about users. We use the cookie so users do not have to log in every time they use the service and the cookie will automatically expire if you do not visit the Mondaq website (or its affiliate sites) for 12 months. We also use the cookie to personalise a user's experience of the site (for example to show information specific to a user's region). As the Mondaq sites are fully personalised and cookies are essential to its core technology the site will function unpredictably with browsers that do not support cookies - or where cookies are disabled (in these circumstances we advise you to attempt to locate the information you require elsewhere on the web). However if you are concerned about the presence of a Mondaq cookie on your machine you can also choose to expire the cookie immediately (remove it) by selecting the 'Log Off' menu option as the last thing you do when you use the site.

Some of our business partners may use cookies on our site (for example, advertisers). However, we have no access to or control over these cookies and we are not aware of any at present that do so.

Log Files

We use IP addresses to analyse trends, administer the site, track movement, and gather broad demographic information for aggregate use. IP addresses are not linked to personally identifiable information.


This web site contains links to other sites. Please be aware that Mondaq (or its affiliate sites) are not responsible for the privacy practices of such other sites. We encourage our users to be aware when they leave our site and to read the privacy statements of these third party sites. This privacy statement applies solely to information collected by this Web site.

Surveys & Contests

From time-to-time our site requests information from users via surveys or contests. Participation in these surveys or contests is completely voluntary and the user therefore has a choice whether or not to disclose any information requested. Information requested may include contact information (such as name and delivery address), and demographic information (such as postcode, age level). Contact information will be used to notify the winners and award prizes. Survey information will be used for purposes of monitoring or improving the functionality of the site.


If a user elects to use our referral service for informing a friend about our site, we ask them for the friend’s name and email address. Mondaq stores this information and may contact the friend to invite them to register with Mondaq, but they will not be contacted more than once. The friend may contact Mondaq to request the removal of this information from our database.


This website takes every reasonable precaution to protect our users’ information. When users submit sensitive information via the website, your information is protected using firewalls and other security technology. If you have any questions about the security at our website, you can send an email to

Correcting/Updating Personal Information

If a user’s personally identifiable information changes (such as postcode), or if a user no longer desires our service, we will endeavour to provide a way to correct, update or remove that user’s personal data provided to us. This can usually be done at the “Your Profile” page or by sending an email to

Notification of Changes

If we decide to change our Terms & Conditions or Privacy Policy, we will post those changes on our site so our users are always aware of what information we collect, how we use it, and under what circumstances, if any, we disclose it. If at any point we decide to use personally identifiable information in a manner different from that stated at the time it was collected, we will notify users by way of an email. Users will have a choice as to whether or not we use their information in this different manner. We will use information in accordance with the privacy policy under which the information was collected.

How to contact Mondaq

You can contact us with comments or queries at

If for some reason you believe Mondaq Ltd. has not adhered to these principles, please notify us by e-mail at and we will use commercially reasonable efforts to determine and correct the problem promptly.