Special thanks to presenters Celeste Ang (Singapore), Jonathan Isaacs (Hong Kong), Michael Michalandos (Sydney), Tomohisa Muranushi (Tokyo) and Kenneth Chua (Manila).

Our four-part Global Guided Tour for US Multinational Employers webinar series is your passport to ensure that your organization is up to speed on the key labor and employment issues affecting business operations in 

Special thanks to co-author, Monica Kurnatowska.

A convergence of forces is changing the public face of the boardroom: the increasing amount of data showing how inclusion and diversity improves performance, impassioned protests for gender equality, the impact of the Black Lives Matter movement, pressure from investors and shareholders, and legislation. While gender diversity has

We are increasingly seeing governments around the globe pass more progressive and compassionate legislation around families and pregnant women. For instance, in the US, there’s a new bill, known as the Pregnant Workers Fairness Act, currently in the House and commentators believe it just might pass. The bill would clarify and strengthen the Pregnancy Discrimination Act, which was passed more than 40 years ago as an amendment to the 1964 Civil Rights Act, and provide women who face pregnancy discrimination a clear channel for recourse.

Along these lines, this week New Zealand will become one of the first few countries providing paid leave for miscarriages.[1] The Holidays (Bereavement Leave for Miscarriage) Amendment Bill (No 2) (view bill HERE) was just granted royal assent and the new law is effective March 31. The law extends current paid bereavement leave law for employees in New Zealand to miscarriages and stillbirths.


Continue Reading New Zealand Paid Bereavement Leave for Miscarriage Effective March 31, 2021

We are pleased to share with you The Global Employer – Global Immigration & Mobility Quarterly Update which is a collection of immigration and mobility alerts from around the world.

Please click here to view.

Special thanks to guest contributors Narendra Acharya, Nicole C. Calabro, Denise M. Glagau, Sinead M. Kelly, Jennifer Kirk, Barbara Klementz, Lindsay A. Minnis, Aimee Soodan, and Brian K. Wydajewski.

It is almost the end of the calendar year and time for multinational companies to consider the

Employees are the backbone of any supply chain operator. As such, upholding fundamental labor standards and protecting worker rights is a complex undertaking. Further, COVID-19 has introduced additional complexities regarding employee safety and remote work. The following are some considerations to help employers navigate the global framework of ever-evolving laws that touch the supply chain.

Modern Slavery

One of the major priorities for an employer in the supply chain industry is to avoid and prevent forced labor. Globally, millions are thought to be in trapped in forced labor. Many of these victims are linked to the supply chains of the international businesses supplying our goods and services. According to the Walk Free Foundation’s Global Slavery Index, published with input from the United Nations’ International Labor Organization and the International Organization for Migration (IOM), as of 2016, about 40.3 million men, women and children were trapped in modern slavery, including 24.9 million people who were victims of forced labor in global supply chains. Slavery can exist in all stages of the supply chain, from the picking of raw materials such as cocoa or cotton, to manufacturing goods such as mobile phones or garments, and at later stages of shipping and delivery to consumers.

To combat this human rights issue, several governments, on the global and U.S. federal and state levels, have passed laws to prevent human trafficking and require companies to ensure that they are not using forced labor:

  • In the United States, the Trafficking Victims Protection Act makes human trafficking a federal crime, allows victims to sue traffickers; expands the Racketeering Influenced Corrupt Organization (RICO) Act’s list of crimes to include human trafficking, provides deportation protections for victims and their families, requires annual reports to Congress on efforts to prevent human trafficking, requires the government to notify all applicants for work and education visas about workers’ rights in the US and screen all unaccompanied immigrant children. Section 307 of the Tariff Act of 1930 prohibits the importation of goods mined, produced or manufactured, wholly or in part, in any foreign country by forced labor, including convict labor, forced child labor and indentured labor. Regulations promulgated by Customs and Border Protection (CBP) allow for issuing withhold release orders, requiring detention of goods at ports of entry when CBP agents reasonably believe that an importer is attempting to enter goods made with forced labor.
  • Further, California enacted the California Transparency in Supply Chains Act of 2010, under which companies with over $100 million in gross sales who do business in California must disclose on their websites any efforts taken to eradicate human trafficking from their supply chains.


Continue Reading Employment Considerations in the Global Supply Chain

With special thanks to our Australian colleagues Michael Michalandos and Carmel Foley for this post. 

This briefing contains a summary of everything an employer in Australian needs to know about the operation of the award system.

Why this is important?

We have prepared this briefing because there has been a high incidence of employers in the information technology industry failing to have regard to the application of modern awards in their workforce or misunderstanding how these awards operate. In particular, many employers have issued employment contracts which do not identify the applicable award and do not contain provisions which comply with the award.

This may result in a potentially serious compliance issue which could cost the business a significant amount of money in terms of back-payments, penalties, and potential reputational damage.


What is an award?

Modern awards (or, simply, “awards”) are industrial instruments created by the Fair Work Commission (FWC) that set and regulate minimum terms and conditions of employment for certain employees in Australia. Currently, there are 122 awards and almost all businesses in Australia will employ award-covered employees. Awards operate in a similar way to legislation and their application can only be circumvented in very limited circumstances.

Who do awards cover?

Awards generally fall into one of two categories: “industry awards” or “occupational awards.” Some awards apply on both an industry and occupational basis, for example the Professional Employees Award 2010 (Professional Employees Award) which, for example, covers engineers on an occupational basis but also covers employers operating in the “information technology industry” (as defined) on an industry basis.


Continue Reading A Quick & Timely Guide to the Australian Award System

The COVID-19 pandemic has caused a rapid, severe, and unprecedented disruption to the movement of workers around the globe. In an effort to impede the spread, many governments have implemented travel and immigration restrictions that have impacted visa processing, work authorization, and cross-border entry for foreign nationals employed by multinational companies.

In order to allow