Employment Law and Labour Law

Germany's regular works council elections have concluded, bringing new members into established bodies. Understanding the fundamental aspects of works council operations—from release from work duties and training requirements to remuneration rules and the transition of former members—is essential for employers seeking to establish effective cooperation and avoid legal pitfalls.

Fixed-term contracts offer flexibility for Irish employers, but they require careful navigation of equal treatment obligations, renewal restrictions, and dismissal risks. Understanding the Protection of Employees (Fixed-Term Work) Act 2003 is essential to avoid inadvertent legal liability and ensure compliance with successive contract limits, probation requirements, and redundancy entitlements.

This regional report examines recent labour law changes across the Americas, highlighting key developments in workforce planning, employment status classification, and regulatory reforms. From Argentina's new hiring incentives to working time reductions in Brazil and Mexico, discover how these legislative shifts are reshaping employment practices and compliance requirements throughout the region.

Explore key employment law updates shaping the business landscape across the APAC region, including labour reforms, AI regulation, expanded employee protections, and significant court decisions that are transforming workplace practices throughout Asia-Pacific.

Ireland's Labour Court has released its 2025 Annual Report, revealing an 11% decrease in case referrals alongside increasingly complex workplace disputes spanning employment rights appeals, industrial relations matters, and collective bargaining agreements. The report highlights significant legal developments including High Court appeals on European Works Councils and collective redundancies, while demonstrating the Court's expanding role in setting employment standards through Employment Regulation Orders

Maltese employment law departs from the ordinary civil rule that claimants must prove their allegations when it comes to discrimination claims. Once an employee establishes facts suggesting discriminatory treatment, the burden shifts to the employer to prove the decision was lawful and non-discriminatory. This article examines the EU origins of this evidential framework, its implementation across multiple Maltese regulations, and how the courts have applied it in practice.

Maltese employment law departs from the ordinary civil rule that claimants must prove their allegations when it comes to discrimination claims. Once an employee establishes facts suggesting discriminatory treatment, the burden shifts to the employer to prove the decision was lawful and non-discriminatory. This article examines the EU origins of this evidential framework, its implementation across multiple Maltese regulations, and how the courts have applied it in practice.

Germany's AGG hopping practice involves individuals submitting fake job applications solely to provoke discriminatory rejections and claim compensation under the General Act on Equal Treatment. Courts have established high thresholds for proving abuse of rights, while employers face significant liability risks despite recent case law developments and pending legislative amendments that may further complicate the landscape.

In the field of employment, there subsists a common misconception that a prospective employer enjoys absolute freedom and discretion in choice of candidates and ultimately, employees.

Il Garante Privacy ha sanzionato un'azienda per l'utilizzo illecito di sistemi GPS sui veicoli aziendali che monitoravano i dipendenti ogni 60 secondi. Il provvedimento evidenzia le violazioni dei principi di minimizzazione e proporzionalità del GDPR, nonché l'assenza di una valutazione d'impatto preventiva. La decisione chiarisce quando il controllo tramite geolocalizzazione supera i limiti della liceità, anche in presenza di accordo sindacale.

Germany's healthcare reform introduces a new framework for partial incapacity for work, allowing employees to work reduced hours while recovering from illness. The legislation, effective January 2028, establishes specific requirements for physician certification, employer consent, and the partial performance of work at 25%, 50%, or 75% capacity. Employers must now prepare their processes and organizational structures to handle this significant change in workplace health management.

Il Consiglio dei Ministri ha approvato un decreto legislativo che attua la direttiva europea sul lavoro mediante piattaforme digitali, introducendo una disciplina organica applicabile a tutte le piattaforme operanti...