Jackson Lewis' International Employment practice group regularly assists clients with global employment and mobility issues in well over 100 countries.
In support of its international employment practice, Jackson Lewis is a founding member of L&E Global, a worldwide alliance of independent law firms providing advice and counsel on employment law matters. We are pleased to present you with recent international employment law updates for October 2025 compiled by L&E Global.
Argentina | Allende & Brea
New Argentine Citizenship by Investment Program On July 31, 2025, Executive Order No. 524/2025 issued by the President was published, which enables foreign nationals who make "significant investments" in Argentina to directly apply for citizenship. The Ministry of Economy will determine which investments qualify as "significant," while the Citizenship by Investment Program Agency will be responsible for administering the application process.
For more information on these articles or any other
issues involving labor and employment matters in Argentina, please
contact Nicolás Grandi (Partner) of Allende & Brea at ngrandi@allende.com or visit www.allende.com.(1).gif){kind=spacer}
Australia | Harmers Workplace Law
SafeWork Orders Temporary Pause on Redundancies Due to Psychological Risk
Upward Trend in Significant Damages Awarded in Sexual Harassment Decisions Continues
Set-off Not Cure-all in Massive Woolworths & Coles Underpayment
For more information on these articles or any other
issues involving labor and employment matters in Australia, please
contact Michael Harmer (Partner) of Harmers Workplace Lawyers at michael.harmer@Harmers.com.au or visit www.harmers.com.au.
Belgium | Van Olmen & Wynant
Upcoming Act on Key Amendments to Labor Law This summer, the Belgian federal government reached an agreement introducing a series of significant labor law reforms. This political agreement was translated into a draft act on diverse provisions. These measures aim to encourage workforce participation and support more flexible employment. Below, we give an overview of the main elements of this draft act. This draft act is not yet submitted to parliament. It is expected that it will be approved and enter into force before the end of the year.
For more information on these articles or any other issues
involving labor and employment matters in Belgium, please contact
Chris Van Olmen (Partner) of Van Olmen & Wynant at chris.van.olmen@vow.be or visit www.vow.be.
Brazil | TozziniFreire
For more information on these articles or any other issues
involving labor and employment matters in Brazil, please contact
Gabriela Lima (Partner) of TozziniFreire at glima@tozzinifreire.com.br or visit www.tozzinifreire.com.br.
Canada | Filion Wakely Thorup Angeletti
Nova Scotia Termination Clause Struck Down for Referencing "Severance Pay"
Ontario Superior Court Upholds "At Any Time" Termination Clause "Post-Dufault"
Demotion and Pay-Cut Results in Constructive Dismissal and Bad Faith Damages
"At Any Time" Clause Found Unenforceable...Again
Performing Other Work on Company Time? How Employers Can Protect Against Moonlighting
For more information on these articles or any other issues
involving labor and employment matters in Canada, please contact
Robert Bayne (Partner) of Filion Wakely Thorup Angeletti at rbayne@filion.on.ca or visit www.filion.on.ca.
Chile | Cariola Díez Pérez-Cotapos
Misuse of Medical Leave and Disciplinary Dismissal Recent decisions from Chilean Courts of Appeal show conflicting interpretations regarding the misuse of medical leave and whether it justifies dismissal under Article 160 No. 7 of the Labor Code. While Antofagasta Court approved the dismissal of a worker who travelled to Easter Island during medical leave, considering this a serious breach of contractual obligations and of the duty of good faith; Santiago Court rejected the dismissal of a worker who travelled to Spain during medical leave, on the basis that the employment relationship was suspended during the leave, therefore, no breach of contract can be claimed.
For more information on these articles or any other issues
involving labor and employment matters in China, please contact
Carol Zhu (Partner) of Zhong Lun Law Firm at carol.zhu@zhonglun.com or visit www.zhonglun.com.
China | Zhong Lun
Typical Cases on Protecting the Rights of Employees in New Forms of Employment
For more information on these articles or any other issues
involving labor and employment matters in China, please contact
Carol Zhu (Partner) of Zhong Lun Law Firm at carol.zhu@zhonglun.com or visit www.zhonglun.com.
Colombia | López & Asociados
Guidelines for Implementing Apprenticeship Contracts under the 2025 Labor Reform As outlined in our previous issue, Law 2466 of 2025 (Labor Reform) establishes the employment status of apprenticeship contracts.
Accordingly, the Ministry of Labor, through External Circular No. 0083 of July 18, 2025, has issued guidelines for the interpretation and enforcement of Article 21 of Law 2466 of 2025, which governs the new apprenticeship contract. Below are the key considerations for the application of this law in relation to existing contracts, payments, social security, labor rights, and employer obligations.
For more information on these articles or any other issues
involving labor and employment matters in Colombia, please contact
Angelica Carrion (Partner) of López & Asociados at angelica.carrion@lopezasociados.net or visit www.lopezasociados.net.
Czech Republic | Havel & Partners
Combating Disguised Employment in the Czech Republic: Legal Insights and Potential Sanctions
Termination of Employment Due to Gross Breach of Duties
For more information on these articles or any other issues
involving labor and employment matters in the Czech Republic,
please contact Jan Koval (Partner) of Havel & Partners at jan.koval@havelpartners.cz or visit www.havelpartners.cz.
European Union | Van Olmen & Wynant
Decisive Criteria in Determining the Social Security System: CJEU opts for Clarity in Hakamp Ruling The Hakamp judgement (C-203/24) of September 4, 2025 contains the response of the Court of Justice of the European Union (CJEU) to a preliminary ruling referred by the Supreme Court of the Netherlands.
For more information on these articles or any other issues
involving labor and employment matters in European Union, please
contact Chris Van Olmen (Partner) of Van Olmen & Wynant at chris.van.olmen@vow.be or visit www.vow.be.
France | Flichy Grangé Avocats
Employees Who Fall Ill During Their Holidays Can Claim Additional Days Off
Holidays Must be Counted to Calculate Overtime
The Works Council Must be Consulted on the Use of AI in the Workplace
Employees Can be Terminated for Serious Misconduct During a Mutual Termination Procedure
For more information on these articles or any other issues
involving labor and employment matters in France, please contact
Stéphanie Dumas (Partner) of Flichy Grangé Avocats at
dumas@flichy.com or visit www.flichygrange.com.
Germany | Pusch Wahlig Workplace Law
Evidential Value of a Certificate of Incapacity for Work Issued Outside the EU
For more information on these articles or any other issues
involving labor and employment matters in Germany, please contact
Dr. Tobias Pusch (Partner) of Pusch Wahlig Workplace Law at pusch@pwwl.de or
visit www.pwwl.de.
India | Khaitan & Co
SEBI Mandates Digital Accessibility for all Regulated Entities On July 31, 2025, the Securities and Exchange Board of India ("SEBI") issued a circular requiring regulated entities to comply with digital accessibility standards for the ease and benefit of persons with disabilities.
For more information on these articles or any other issues
involving labor and employment matters in India, please contact
Avik Biswas (Partner) of Khaitan & Co at avik.biswas@khaitanco.com or visit www.khaitanco.com.
Ireland | Byrne Wallace Shields
Legal Challenges and Legislative Change in Ireland's Retirement Age Framework
Ireland Fined €1.54 million by the Court of Justice of the European Union
New Bill Published that Will Enhance Protections of Employees of Insolvent Firms if Enacted
For more information on these articles or any other issues
involving labor and employment matters in Ireland, please contact
Aoife Bradley (Partner) of Byrne Wallace Shields at abradley@byrnewallaceshields.com or visit www.byrnewallaceshields.com/.
Italy | Zambelli & Partners
New Intervention by the Constitutional Court Against the Jobs Act on the Maximum Cap of Six Months' Salary in Cases of Unlawful Dismissals for Employers with Fewer than Fifteen Employees The Constitutional Court - with ruling no. 118 of 2025 - declared that Article 9, paragraph 1 of Legislative Decree No. 23/2015 is unconstitutional where it provides that compensation for unlawful dismissal in smaller companies "may not in any case exceed the limit of six months' salary." The differentiated regime applicable to undertakings under the threshold of fifteen employees - i.e. indemnity reduced in respect to those applying to companies with more than fifteen employees - does not preclude the judge from assessing the specific circumstances of each individual case, while the statutory ceiling of six months' salary does not ensure "effective deterrence," is not proportionate to the harm suffered by the employee and does not give proper consideration of the particular features of each case.
For more information on these articles or any other issues
involving labor and employment matters in Italy, please contact
Angelo Zambelli (Partner) of Zambelli & Partners at angelo.zambelli@zambellipartners.com or visit
www.zambellipartners.com/en/.
Mexico | De La Vega & Martinez Rojas
New Labor Initiatives Submitted to Congress On August 6, 2025, three bills were introduced to amend the Federal Labor Law aiming to: (i) grant paid monthly leave to parents or legal guardians of persons with disabilities for medical or educational purposes; (ii) provide five working days of paid bereavement leave for the death of close relatives; and (iii) extend daily breastfeeding breaks to one hour, establishing mandatory workplace conditions for lactation facilities, with non-compliance subject to monetary fines.
For more information on these articles or any other issues
involving labor and employment matters in Mexico, please contact
Oscar De La Vega Gomez (Partner) of De La Vega & Martinez Rojas
at odelavega@dlvmr.com.mx or visit www.dlvmr.com.
The Netherlands | Palthe Oberman
Which Bonuses Should be Included When Calculating the Statutory Transition Payment?
Simplified Long-term Sickness Benefit Assessment for Employees Over 60 Continues
For more information on these articles or any other issues
involving labor and employment matters in the Netherlands, please
contact Christiaan Oberman (Partner) of Palthe Oberman at oberman@paltheoberman.nl or visit www.paltheoberman.nl.
Norway | Helmr
New Ruling from the Supreme Court – No Obligation to Consider Reassignment in Summary Dismissal Cases In a brand-new judgement (HR-2025-1687-A), the Supreme Court has clarified that employers are not obligated to consider reassignment of employees in cases of summary dismissal. The ruling provides important clarification for employers handling serious personnel matters.
For more information on these articles or any other issues
involving labor and employment matters in Norway, please contact
Håkon Andreassen (Partner) of Helmr at hakon.andreassen@helmr.no or visit www.helmr.no.
Philippines | Villaraza & Angangco
The Employment Law Landscape After Aragones vs. Alltech: If An Employment Contract Is Perfected By Consent, When Should Probationary Periods Be Deemed To Begin and End? The Philippine Supreme Court's decision in Aragones vs. Alltech Biotechnology Corporation, G.R. No. 251736, 2 April 2025 ("Alltech") is a watershed in Philippine jurisprudence. In that case, the Supreme Court reaffirmed that an employment contract is perfected based on consent and, thus, begins as soon as an employment offer is accepted by the prospective employee. This remains true even if the parties had agreed that the employee will not immediately start work, but only on a later date (perhaps, even months) after the employee had accepted the job offer. It also clarified for the first time the difference in legal effect between suspensive conditions versus suspensive periods in the context of employment contracts.
For more information on these articles or any other issues
involving labor and employment matters in the Philippines, please
contact Rashel Ann C. Pomoy (Partner) of Villaraza & Angangco
at rc.pomoy@thefirmva.com or visit https://www.thefirmva.com.
Poland | Sobczyk & Partners
Maternity Benefits in the Event of Miscarriage
Strengthening the Position of the National Labor Inspectorate
For more information on these articles or any other issues
involving labor and employment matters in Poland, please contact
Prof. Arkadiusz Sobczyk (Partner) of Sobczyk & Partners Law
Firm at arkadiusz.sobczyk@sobczyk.com.pl or visit www.sobczyk.com.pl.
Spain | Suárez de Vivero
New Publication by the Spanish Constitutional Court On September 10, 2025, the Constitutional Court published information note no. 68/2025. This publication anticipates the future ruling on a case brought before Labor Court No. 6 of Las Palmas de Gran Canaria (No. 64/2022), relating to a dismissal wherein the employee claimed that it was null and void, arguing that the termination was solely motivated by an internal complaint that he had made.
For more information on these articles or any other issues
involving labor and employment matters in Spain, please contact
Iván Suárez (Partner) of Suárez de Vivero at
isuarez@suarezdevivero.com or visit www.suarezdevivero.com.
Sweden | Cederquist
Inquiry Report Proposes Formalizing the "LAS age" as a Legal Term and Aligning it with the Swedish Target Retirement Age The "LAS age" (Sw. LAS-åldern) is not currently a formal legal term but refers to the age up to which employees are entitled to remain in employment with full employment protection under the Swedish Employment Protection Act (Sw. lag 1982:80 om anställningsskydd). This age is currently set at 69 years. A recent government Inquiry proposes introducing the LAS age as a legal term in the Employment Protection Act, and setting it at two years beyond the target retirement age (Sw. riktålder för pension). The legislative amendments are proposed to enter into force on 1 July 2026.
For more information on these articles or any other issues
involving labor and employment matters in Sweden, please contact
Robert Stromberg (Partner) of Cederquist at robert.stromberg@cederquist.se or visit www.cederquist.se.
Switzerland | lelex Attorneys at Law
Federal Supreme Court Clarifies Practice in Connection with Post-Contractual Non-Competition Clauses and Compensation for Non-Competition (BGer 4A_5/2025 from June 26th, 2025) and a Look at a Common Subject of Dispute: Payment of Restricted Stock Units Only if Employment Relationship is Intact An employee resigned after more than 15 years of service for a Swiss employer that is part of an international corporation. The parties had agreed in writing on a post-contractual non-competition clause and compensation for loss of earnings in the employment contract. This prohibited the employee from taking up a position with a competing company for two years after the end of the employment relationship, as well as from becoming self-employed in a competitive manner for the same duration. Compensation for the duration of the post-contractual non-competition clause was agreed between the parties at 50% of the last salary (excluding bonuses). Such a compensation is not mandatory but can be agreed on by the parties. After the resignation, the employer submitted a separation agreement to the employee, which was intended to cancel the post-contractual non-competition clause and the compensation owed. The separation agreement was not concluded, whereupon the employer terminated the non-competition clause and the compensation in writing. As a result, a legal dispute arose between the parties, and ultimately the Federal Supreme Court had to clarify the following points conclusively with the ruling BGer 4A_5/2025 from June 26th, 2025).
For more information on these articles or any other issues
involving labour and employment matters in Switzerland, please
contact André Lerch (Partner) of lelex Attorneys at Law at
lerch@lelex.law or visit www.lelex.law.
Türkiye | Moroğlu Arseven
For more information on these articles or any other issues
involving labor and employment matters in Türkiye, please
contact Benan Arseven (Partner) of Moroğlu Arseven at barseven@morogluarseven.com or visit www.morogluarseven.com.
United Kingdom | Clyde & Co
Race Discrimination: Disciplinary Action
Disability Discrimination: Discriminatory Unfair Dismissal
Failure to Prevent Fraud Offence: In force from 1 September 2025
Employment Reforms: Update on Non-Disclosure Agreements
Gender Equality Action Plan: Government Research Published
Sexual Harassment: When is it "during the course of employment"?
Termination of Employment and Share Option Rights
Employment Rights Bill: What's Happening Next?
"For Women Scotland" Supreme Court Decision: Repercussions Still Ongoing
New Technical Guide on Neonatal Care Leave and Pay Published
For more information on these articles or any other issues
involving labor and employment matters in the United Kingdom,
please contact Robert Hill (Partner) of Clyde & Co at Robert.Hill@clydeco.com or visit www.clydeco.com.
United States | Jackson Lewis P.C.
DOL Regulatory Roundup: What Employers Need to Know
State Department Curtails 'Third Country National' Appointments for Visas
For more information on these articles or any other issues involving labor and employment matters in the United States, please contact John Sander (Principal) of Jackson Lewis at john.sander@jacksonlewis.com or visit www.jacksonlewis.com.
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