Ogletree Deakins' Cross-Border Practice Group is pleased to announce the publication of the latest issue of its international newsletter, the International Employment Update, which updates employers on key employment law changes and other significant developments in the countries in which they have employees.
In this edition, we have more evidence of a clear trend of countries restricting the ability of employers to use fixed-term employment contracts inappropriately. This time it is court decisions in Poland, Finland, and New Zealand, and they follow hot on the heels of new legislation limiting the use of fixed-term contracts in other countries, on which we have recently reported. A key factor is the need for justification for a fixed-term contract, such as where the work is a defined, fixed-term project. That is a principle employers may want to follow globally, as few countries nowadays permit employers to limit employment rights through the practice of repeatedly renewing fixed-term contracts. Indeed, breaching this principle will often give employees additional rights they otherwise would not have had if they had been engaged on a permanent basis in the first place.
Peru, Colombia, and South Korea are the latest in a long line of countries to strengthen their harassment laws in the wake of the #MeToo movement. We also take a look at the employment law implications of the United States–China trade dispute for organizations with employees in China, as well as much more, with over 50 articles from around the world.
We hope you will find the fourth installment of the International Employment Update to be a dedicated source of information on legal developments affecting international employers. Keep abreast of the latest developments in international labor and employment law news on Ogletree Deakins' Cross-Border blog.
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.
