The UK Government has laid draft sets of Regulations before Parliament which are due to come into force on March 8, 2024, and will make changes to the current statutory paternity leave scheme.
As employment-related artificial intelligence (“AI”) tools proliferate, multinational employers feel increasing pressure to deploy AI across their global offices.
Earlier this month, in the midst of Race Equality Week in the UK, the Labour party announced that they propose to make significant changes to discrimination laws if they win the next general election.
In February 2024, Poland’s government revealed that it is working on a comprehensive migration strategy for the years 2025-2030, advertised as a “responsible and safe” approach.
Artificial intelligence (AI) can make work life easier. It is therefore not surprising that companies are keen to utilize the technical possibilities of AI, particularly by means of ChatGPT.
UK dismissal law is different from the U.S., and different from other European countries. The business reasons for the reduction in force, or RIF, might be the same across borders, but your process has to flex to local requirements.
On January 18, 2024, the Belgium government submitted a draft law that would require employers to justify their decisions to dismiss contractual employees in the public sector.
As we look ahead to 2024, it is clear that both data protection and AI will continue to take center stage in the UK, as it will in many other countries.
Currently, employees in the UK on statutory maternity, adoption or shared parental leave who are at risk of redundancy have priority rights to be offered a suitable alternative vacancy (but only where such a vacancy exists).
