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 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.
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.
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.
In a recent decision, the Eleventh Circuit Court of Appeals addressed Florida's controversial "Stop WOKE" Act, which sought to limit mandatory employer-led training on topics deemed objectionable by the state, specifically those related to discrimination, diversity, equity, and inclusion.
The court's ruling struck down these provisions, emphasising the paramount importance of the First Amendment and its protections against content and viewpoint discrimination.
This decision reaffirms employers' right to conduct mandatory training sessions on a wide range of topics, including sensitive issues surrounding diversity and inclusion, without fear of punitive action from the state.
On 13 March 2024, the ILO’s Governing Body endorsed the agreement.
It emphasises the role of social dialogue and collective bargaining in achieving living wages, advocating for wage-setting processes that reflect ILO principles, the diverse needs of workers, and economic realities.
Employers in the public and private sectors who leverage computer programmes and cloud-based services to manage employee emails are now restricted to retaining the metadata of these emails for a maximum of seven days. An extension of up to 48 hours may be granted in cases of proven necessity.
It poses potential challenges for companies in terms of compliance and operational flexibility.