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Newsletter April, 2024

Netherlands: The Equal Opportunity in Employment Bill rejected in Senate

On 14 March 2023, the Dutch House of Representatives passed the "Supervision of Equal Opportunities in Recruitment and Selection Bill," which aims to address and reduce employment discrimination, especially on the basis of origin, gender, race, colour, age, religion, sexual orientation or disability.
On 12 March 2024, the discussion around the bill continued in the Dutch Senate, building on the plenary debate initiated on 27 February 2024.A critical vote and accompanying motions took place on26 March 2024 and and the Bill was not adopted in the Senate after a majority voted against it.

Following the request from the Irish Minister for Enterprise, Trade, and Employment, the Workplace Relations Commission (WRC) adopted a Code of Practice on the Right to Request Flexible Working and Remote Working, as per the Workplace Relations Act 2015 and the Work Life Balance and Miscellaneous Provisions Act 2023.
WRC consulted with various stakeholders, including trade unions, employer representative bodies, and the Irish Human Rights and Equality Commission, aiming to provide a practical guide for employers and employees on implementing flexible and remote working arrangements, fostering a more inclusive, adaptable, and satisfying work environment.

The Labour Advisory Board (LAB) in Hong Kong has agreed to relax the "418" requirement, using aggregate working hours of four weeks with a 68-hour threshold.
This review is part of the labour support initiatives from the Chief Executive's 2023 Policy Address.

The Workplace Gender Equality Agency (WGEA) has published the first median gender pay gaps for Australian private sector employers, reflecting the Albanese Government's commitment to remedying inequities in the labour market.
It follows the adoption of the Workplace Gender Equality Amendment (Closing the Gender Pay Gap) Bill 2023, which requires the WGEA to publish the gender pay gap of relevant employers. This aim is to promote transparency and address gender pay gaps, as we reported here.
This reporting requirement also includes information on sexual harassment, harassment on the grounds of sex, or discrimination.

Following the publication of the new Labour Law, Law No. 13/2023, in the Official Gazette on 25 August 2023, businesses and workers alike are gearing up for significant changes in the labour market.
This Law, which repeals the previous Law No. 23/2007, signals a crucial moment in Mozambique's commitment to modernising its workforce regulations in line with current socio-economic and technological advancements.

On 5 March 2024, Carrefour unveiled its strategic plan for diversity and inclusion.
The Company has initiated a four-pillar action plan aimed at transforming the Company's diversity landscape by 2026.
It includes comprehensive anti-discrimination and unconscious bias training, establishing a community of role models, enhancing recruitment from diverse origins, and promoting employees from diverse backgrounds, especially women.

On 21 February 2024, Mexico introduced new provisions for the registration and renewal process for individuals and legal entities for specialised services and works.
The latest amendments to Mexico's Federal Labour Law, specifically Article 15, are designed to tighten the oversight of specialised services and works within the country.
These changes, published in the Federation's Official Gazette, aim to ensure that entities providing specialised services are compliant with local regulations and maintain high standards of operation.

On 13 March 2024, the European Parliament approved the Artificial Intelligence (AI) Act, with 523 votes in favour, 46 against and 49 abstentions.
This framework is designed to prevent the fragmentation of regulations across member states, providing a unified legal environment for AI deployment.