On 25 November 2022, Lavazza Group signed the new company agreement with the united union representation of the management centre and the Fai-Cisl and Uila-Uil organisations.
It widely expands the corporate welfare package for the three-year period 2023-2025., seeking a work-life balance for all employees.
On 22 September 2022, HORNBACH Baumarkt announced that, from 2023, employees will be able to change their working hours to suit their needs.
The new working hour system aims to facilitate employees’ work lives and work-life balance and to address recruitment problems due to Germany’s growing shortage of qualified, skilled workers.
On 27 September 2022, the National Labour Council approved the Collective Bargaining Agreement (CBA) no. 162 on the right to request flexible working arrangements.
The proposal to revise the Employment Protection Act (EPA), presented on June 2021, was finally adopted.
The reform described as the “greatest reform of Swedish employment law in modern times” entered into force on 30 June 2022 and applied for the first time as of 1 October 2022.
Effective from 1 July 2022, the Norwegian Government amended the regulations on working from home, adopted in 2002, aiming to adjust it to modern working life and to make it easier for employers to manage employees who work from home.
On 20 June 2022, Puerto Rico’s governor signed into law Act No. 41-2022 (the Act), amending and partially repealing the Labour Transformation and Flexibility Act (LTFA),
It aims to reincorporate statutory benefits and employee rights that were eliminated by LTFA, in many cases reversing the changes it had introduced.
On 23 June 2022, the Ministry of Employment and Labour released a series of proposals to the working hour and the wage system in South Korea, aiming to give to give employers and workers more flexibility post-covid.
Among the proposed measures there is a plan to increase the period for calculating overtime under a so-called flexible working hours system.