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
The EU Commission has proposed a directive that would reinforce the entitlement to equal pay for men and women for the same work, or work of equal value, including by giving employees the right to comparative pay information and by requiring gender pay gap reporting for employers with 250+ employees, amongst other measures. Some EU member states already have aspects of these rules, while others do not, meaning that the rules could be a significant additional compliance burden for some organisations. The rules, if adopted, would be unlikely to come into force before late 2024.
The EU Commission has proposed a new directive on pay transparency. If adopted, it would:
- Require measures to ensure employers pay the same work, or work of equal value, equally.
- Require employers to provide initial salary (or salary range) information to job applicants, pre-interview.
- Prohibit employers from asking job applicants about salary history.
- Create a right for a worker to request information about:
- Their own pay level
- Average pay levels, broken down by gender and categories of workers doing the same work / work of equal value
- Require gender pay gap (GPG) reporting for employers with 250+ employees.
- Create joint pay assessments if:
- GPG is 5%+ for any category of workers doing the same work or work of equal value, and
- employer has not justified the GPG.
Based on previous experience, we estimate that these proposals, if adopted, would need to be implemented by sometime in late 2024.
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.
We are please 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.
As the global economy begins to reopen, employers must now plan for the complex issues presented by mobile employees. During this 25-minute moderated discussion focused on Spain, the Netherlands and the UK, our Global Immigration & Mobility lawyers from Madrid, Amsterdam & London explore the current landscape and anticipated challenges employers will face with business…
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…
To review the new and expanded version of the Coronavirus Quick Guide for Employers click here.
This guide covers 19 jurisdictions across Europe, Middle East and Africa and covers the latest country updates from the last couple of days, including employer obligations following school closures around the region.
In 2020, trade tensions, uncertainties over Brexit, significant changes in the political landscape and unexpected global events, such as the Coronavirus outbreak, continue to present challenges for the global employer. Meanwhile, the relentless advance of technology is accelerating workplace transformation, creating an opportunity for employee growth and diversification across industries.
To help navigate the global…
Join us in our new Palo Alto office for a breakfast briefing on October 30 as we explore the top 5 trends impacting multinational employers in EMEA.
Hear from leading practitioners in 5 key EMEA jurisdictions – France, Germany, South Africa, Spain and the United Kingdom – as we address these key developments:
On May 14, the European Court of Justice ruled that Member States are required to impose an obligation on employers to establish an objective, reliable and accessible system that keeps a daily record of the hours worked. However, Member States have some discretion as to the system that is used to record working time, which…