Our four-part Navigating the World webinar series features US moderators welcoming Baker McKenzie colleagues from around the globe as they share the latest labor and employment law updates and trends. In this session, US-based
Our four-part Navigating the World webinar series features US moderators welcoming Baker McKenzie colleagues from around the globe as they share the latest labor and employment law updates and trends. In this session, US-based multinational employers…
Join us for an educational trip around the globe without leaving the comfort of your home office. We know that the pandemic has posed unprecedented challenges for US multinational employers. In addition to keeping your employees safe and maintaining business continuity, it is difficult to keep track of the rapidly changing legal environment for employers…
We are pleased to share with you The Global Employer – Global Immigration & Mobility Quarterly Update which is a collection of immigration and mobility alerts and videos from around the world.
Please click here to view.
Companies understand the benefits of bringing people together, and prior to COVID-19 many invested in new spaces in major cities to attract talent and encourage collaboration. Now that many workforces are operating remotely, how can employers instill company values and culture, maintain the employee experience, and effective and collaborative teams? How does the possibility of…
Our Labor and Employment, Global Immigration and Mobility, and Data Privacy lawyers discuss vaccine passports — what they are, how countries are already using them domestically and for international travelers, data privacy concerns related to the use of digital health documentation, and what employers should…
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.…
[T]he reason diversity and inclusion and equity of thought drives innovation and creativity is because innovation and creativity aren’t born out of sameness, they’re born out of differences; but people will not share their differences unless they experience belonging.”
In this video, Baker McKenzie’s Chief Inclusion and Diversity Officer, Anna Brown, moderates a…
Companies are facing critical business challenges in regard to their most important asset – their people. While workforce transformation is not a new concept for global organizations, the pandemic has forced us to rapidly adapt our standard ways of working and how we engage with employees to ensure the long-term viability of the business. We…