On 4 December 2023, Safran announced the renewal of the global framework agreement (GFA) on corporate social responsibility (CSR) with the global union federation IndustriALL Global Union.
Last year, the House of Representatives Member Susana Prieto presented a Bill to constitutionally amend working hours from 48 to 40 hours a week.
In November 2023, members of the Board of the Chamber of Deputies made a series of recommendations and changes to the Bill that returned to the Constitutional Points Committee.
On 15 December, the Mexican Congress closed its final ordinary session for 2023. The Bill will be discussed when the next ordinary session opens in February 2024.
On 17 November 2023, the New York Governor signed Bill S4516 into law.
It amends Section 5-336 of the New York General Obligations Law with immediate effect and further restricts the use of nondisclosure agreements concerning the resolution of employment discrimination, harassment, and retaliation claims.
It applies to all agreements signed or entered into after 17 November 2023.
On 16 November 2023, the Fair Work Commission ruled on an employer's right to refuse a request for remote work.
The decision marks an important first step following the entry into force of the new flexible work legislation, the Fair Work Legislation Amendment (Secure Jobs, Better Pay), that came into force at the beginning of the year.
Among the significant changes introduced by the law is granting the Fair Work Commission the power to decide a dispute over a flexible work request.
On 24 November 2023, presidents and chief executives of the member federations of BusinessEurope met in Brussels to present their priorities for the next Belgian Presidency of the Council of the European Union.
On 15 November 2023, the Court of Appeal of Uganda reaffirmed the employer's right to terminate the employment relationship by providing notice or payment in lieu of notice.
It stated that where the notice period is observed, or compensation is paid in lieu thereof, employers are not obliged to give reasons for dismissal under Section 65(1)(a) of the Employment Act.
It is based on the assumption that termination of employment is distinct from dismissal for misconduct or poor performance, which requires procedures and reasons.