Last month Uber announced that it will pay up to $100 million to settle class action claims from US drivers claiming to be employees rather than self-employed contractors. The global ride-hailing service is fighting similar battles on a number of fronts, including a lawsuit in the UK from drivers seeking worker rights and compensation for lost earnings.This new world of contingent labour does not come without costs, and is in many ways seriously testing old labour codes that demarcate the self-employed from the employed. The distinction is an important one.
Achieving a balance in the area of family leave is critical for multinationals. HR leaders should ask themselves: How can we develop family friendly leave policies that comply with local labor laws and customs, and encourage a healthy work-life balance, all while ensuring that our growing business remains financially sustainable?
Countries around the world are grappling with change as work increasingly goes mobile. While workers in the US — particularly millennials — are clamoring for a more flexible workplace, the picture abroad is murkier, with some countries moving in the opposite direction. Companies that plan to send employees overseas need to be aware of the differences and prepare workers for organizations that view white-collar working hours in a very different light from their counterparts in the US.