Law N°21.645, published on 29 December 2023, amended the Labour Code to strengthen maternity, paternity, and family life protections. It introduces a new regime for remote work and telecommuting under specific conditions.
On 26 January 2024, the National Director of Labour issued Dictamen N°67/1, providing legal interpretation and guidance on the law.
On 5 February 2024, Sanofi unveiled "Cancer and Work: Acting Together," a comprehensive global programme to support employees diagnosed with cancer or other serious illnesses.
This initiative ensures job security, salary continuation, and social benefits for at least twelve months, regardless of the employee's role or location, marking a significant step forward in corporate responsibility and employee welfare.
On 20 December 2023, the Argentine government introduced Decree 70/2023, aimed, among others, at reshaping the employment landscape.
This reform was, however,halted. Trade unions obtained injunctions against the enforcement of the labour chapter and a partial ruling by a labour court has suspended the effects of the new law.
The decision now lies with the national Supreme Court of Justice.
On 8 February 2024, the U.S. Supreme Court decided on whistleblower protections under the Sarbanes-Oxley Act of 2002.
The case clarifies the standards for proving retaliation against whistleblowers in publicly traded companies.
The Supreme Court clarified that whistleblowers are required to show that their protected activity contributed to the adverse employment action without the need to demonstrate retaliatory intent on the employer's part.
On 24 January 2024, the European Commission presented its proposal to amend the directive on European Works Councils (EWCs).
It aims to ensure more effective communication channels between employers and employee representatives, highlighting the importance of early and meaningful consultations and clarifying the operational framework of EWCs, potentially leading to more structured and efficient consultation processes.
In R v Greater Sudbury (City) 2023 SCC 28, the Supreme Court of Canada stated that the City of Sudbury, which had contracted with a third-party constructor for a construction project, had duties as an "employer" to ensure worker health and safety in the workplace, by the Ontario Occupational Health and Safety Act (the "OHSA").