On 10 December 2021, ruling the case Shoprite Checkers (Pty) Ltd v JL and Others, the Labour Court of South Africa stated that employers must take appropriate steps to investigate incidents of sexual harassment in the workplace.
The Court ordered to employer to pay a former employee 25,000 South African rand in damages for sexual harassment and to adopt a sexual harassment policy.
On 13 January 2022 in case No. C-514/20, the Court of Justice of the European Union (CJEU) provided a clarification on the inclusion of paid annual leave in the calculation of the volume of hours worked entitling to overtime pay.
It stated that, to determine whether the threshold of hours worked entitling the employee to an overtime bonus has been reached, the hours corresponding to the period of paid annual leave taken by the employee must be considered as hours worked.
On 20 January 2022, the French energy company Engie, present in 70 countries, signed a framework agreement with three international trade union federations (IndustriAll Union, IBB and PSI) as well as with representative French trade unions at ENGIE level (CFDT, CFE-CGC, CGT and FO).
This global framework agreement reflects the challenges currently facing the company and its employees, providing a standard set of guarantees for all ENGIE employees around the world.
It amends the Protection against Harassment of Women at the Workplace Act 2010, expanding the definition of workplaces to include both formal and informal workplaces.
On 17 January 2022, Senator Francis Tolentino filed Senate Bill No. 2475 (called "Workers' Rest Law), aiming to promote employees’ welfare by defining their rest hours.
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