In accordance with Theresa May’s Good Work Plan consultations in 2018, a number of new requirements went into effect this month for UK employers. This post addresses critical changes to written statements of employment.
Australia has made important salary-related changes to a number of modern awards. The new rules impose stricter wage-related reporting requirements on businesses with salaried employees. This post explains the change in more detail, including what you need to do to comply.
An employer that operates in multiple countries needs to protect itself against the possibility of hiring a worker who doesn’t suit the organization. This post outlines some critical best practices to minimize those risks.
HR professionals are increasingly expected to understand and comply with antitrust laws, and in particular no-poach agreements, when employing workers at home and abroad.
If you handle the personal data of EU citizens, you need to know about the EU’s General Data Protection Regulation. We give you the basics along with a checklist that HR professionals should consider in advance of the GDPR’s May 25 deadline.
Mergers and acquisitions are not all about numbers — they’re just as much about people. Integration of employees and proper blending of company cultures are critical to success, and outstanding communication is the key.
The French government has announced reforms to make the country’s labor system more employer-friendly. The reforms will ease the process of hiring and firing employees and should lower unemployment and induce foreign investment.
France can be perceived stereotypically abroad as a country where strikes happened too regularly, workers do not work many hours, businesses are burdened with taxation, trade unions remain all-powerful, free enterprise is a pipe dream and employers must comply with cumbersome red tape. And there are varying degrees of truth to all of these perceptions. For these reasons and others, multinationals are understandably wary of expanding into the French market.
Bloomberg reports that Apple has offered Tesla employees “$250,000 signing bonuses and 60 percent salary increases.” And it must be noted that this employee pilfering — and the attendant transfer of trade secrets and other valuable information — has in this case been a two-way street. Employee poaching between US-based blue chip rivals like Apple and Tesla grabs the headlines, but it’s a scenario that’s being played out at all levels of industry and in virtually all countries. For smaller firms, the double whammy of a loss of talent and a leak of intellectual property can be disastrous. In the face of this trend, employers of all sizes increasingly want to prevent defection through a tightly worded employment contract.
Establishing and maintaining a foreign office can be an excellent idea, and for many businesses it’s a necessity in today’s global economy. But to make foreign operations successful, you need to develop a thorough plan that accounts for a host of considerations that may not apply to your domestic operations. Not surprisingly, many of these considerations relate to local laws. This post will outline of some of the legal matters you need to consider when setting up and maintaining overseas operations.
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.
Today’s technology has brought us the so-called “sharing economy,” and it is growing by leaps and bounds, not only in the West but around the world. Simple in concept, the sharing economy is also disruptive and has the potential to change the nature of work and careers. Here’s an overview of trends to look out for in two important global economic regions, Europe and Asia.