As part of our Global Outlook Series, HR Policy Global and BEERG members discussed flexible working arrangements, living wages, whistle blowing laws, human rights and forced labor laws, and union relations.
For the United Kingdom, Vince Toman, Barrister at Lewis Silkin, pointed out that the delayed Employment Bill, originally promised in 2019, could be published in 2022 and is expected to include a new right to request flexible working and variable hours. Additionally, at a time of growing interest in supply chain governance as part of the ESG agenda, reforms strengthening the Modern Slavery Act are expected to be implemented this year. Furthermore, diversity, equity and inclusion will remain high on the agenda, and legislation on harassment, pay transparency, and equal pay will be introduced or implemented in 2022.
Germany: Dr. Gerlind Wisskirchen, labor and employment law partner at CMS Germany, expressed concerns about the German government’s coalition agreement and its potential implications for employers. Additionally, Dr. Wisskirchen advised employers to get ready for the upcoming works council elections taking place this year.
In France, Joël Grangé, Partner at Flichy Grangé Avocats, thinks employers will face issues related to flexible working, employees returning to the office, and hybrid work in the upcoming election year. Further, the EU Whistleblowing Directive, which will create a minimum EU-wide standard to ensure that employees who have knowledge of potential breaches of EU law can freely report their concerns without fear of retaliation by their employer, is expected to be incorporated into French law this year. Once it’s passed, multinational employers should review their internal policies within and outside Europe, as the law could have implications for non-EU countries.
Ireland: Bryan Dunne, Partner at Matheson, highlighted that the Right to Request Remote Working Bill, effective in June in Ireland, will allow Irish employees to make a request for remote work after at least six months of service. Employers will have 12 weeks to decide if they want to approve or refuse such requests based on certain grounds. However, Mr. Dunne warned of the risks of losing talent by declining their requests.
Spain recently passed landmark labor reform, which limits most temporary contracts to a maximum of three months and brings back collective bargaining with unions as the main way of negotiating pay and conditions. Rubén Agote Eguizábal at Cuatrecasas suggested employers review the new rules carefully.
HR Policy Global members can view the recorded session at our online community.