Japan is one of the first non-Western countries to adopt a legal framework on business and human rights, which will likely influence other countries in the APAC region, as well as the overall Western focus of BHR developments.
Strikes and other forms of industrial action by employees wanting more pay and better working conditions across a range of sectors including rail, education, and health have continued to be front-page news.
In Germany there are currently more job vacancies than ever before. The shortage of skilled workers has arguably become the biggest brake on the economy.
Fines are set to more than triple for employers and landlords who employ or rent to those without permission to work or rent—the biggest shake up of civil penalties since 2014—the Home Office has announced.
The simplified crisis regulations introduced in connection with the COVID-19 pandemic expired at the end of June 2023. As of July 1, 2023, the regular statutory provisions once again apply for access to short-time working.
On July 20, 2023, UK’s Employment Relations (Flexible Working) Bill 2023 received Royal Assent and is currently expected to come into force in Summer 2024, though a precise date has not yet been confirmed by the government.
Canada has published a Regulation under the Canada Labour Code (CLC) exempting certain classes of employees in the banking, telecommunications and broadcasting, rail and airline sectors from specified hours of work requirements in the CLC.
This summer many Japanese companies took their first legally required steps toward joining the growing global movement to address gender inequality and promote equal opportunities in the workforce.
With presidential assent granted on August 11, 2023, for India’s Digital Personal Data Protection Act, 2023, India joined the ranks of dozens of jurisdictions globally that have enacted comprehensive data protection laws.
Even when they establish rules and policies prohibiting the improper use of their customers’ private information, employers may be found vicariously liable when their employees violate s. 1 of British Columbia’s Privacy Act.
