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.
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.
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.
Spain's Ministry of Labour and Social Economy has initiated tripartite negotiations involving government, labour unions and employer organizations to implement measures for real and effective LGBTI equality in the workplace.
The negotiations aim to give effectiveness to Law 4/2023, which mandates companies with over 50 employees to adopt specific measures and resources for LGBTI equality, including protocols for addressing harassment or violence.
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.