IOE responds to the recently published ILO World Employment and Social Outlook Report by underlying that digital platforms are important contributors to fostering innovation, reducing unemployment and alleviating poverty.
This and other topics will be the subject of a Discussion Forum on 11 March 2021
The German Federal Labour Court (No. 9 AZR 102/201, 1 December 2020) re-classified the crowdworker as an employee
It determined also that for remuneration purposes, the company shall not be bound by pre-established fees that the worker received as a self-employed worker.
In Austria, a new collective agreement will enter into force at the end of 2021 for all employees of companies in the trade sector
The agreement will reform the salary schedule and aims at uniformising and reducing the salary levels, and “to create a modern scheme of employment groups, obtain more legal certainty in job grading”
Two years after a platform company signed a collective agreement with a trade union, the Danish Competition and Consumer Authority considered it does not align with the EU competition law
The authority required the company to partially modify their business model to fully comply with the EU law
On 1st December 2020, Italy took over the G20 Presidency
This highly challenging period will require a lot of efforts from all G20 members to deliver an inclusive and resilient recovery
The IOE, together with 13 international business and labour organisations, have signed a joint letter to G20 governments calling to ensure that “building back better” is not just a mantra but materialises into concrete positive outcomes
The Helsinki Labour Court settled the case between a company and the union in the electricity sector, for violation of the collective agreement in force and the duty of peace.
In 2018, the Government of New Zealand commenced internal discussions on the establishment of a “Fair Pay Agreement system”, a system combining simultaneously collective negotiations and the establishment of minimum legal employment standards.
The legislation is currently discussed among social partners and received important criticism for de facto imposing collective negotiations.
On 27 September 2020, the citizens of the Geneva Canton agreed to modify the Law on Inspection and Labour Relations, by the institution of a mandatory minimum hourly wage.
This means that the monthly minimum wage will amount to CHF4210 gross per employee (42 hours weekly).
Covid-19 pushed Singaporeans to play a role during the peak of the pandemic, from showing their appreciation for workers on the frontline to volunteering in support of the vulnerable persons of the society.
Singapore United was launched by the Singaporean Government to allow everyone to give their support in a coordinate manner.
The text contains important updates and simplification measures compared to the previous collective agreement, on categories, qualifications, organisation of work, and salaries.
The private employment service sector signs an agreement with the trade unions that clarifies the “neutrality” of this extension vis-à-vis the maximum number of extensions.
The Centennial of the IOE was celebrated through several virtual centenary-related events, culminated with the General Council of the 24 November 2020.
Throughout the discussion participants reflected on the past, present and future of IOE.
The International Labour Organization – Bureau for Employers’ Activities (ILO-ACT/EMP) has recently published the outcome of a global survey conducted in cooperation with Employer and Business Membership Organizations (EBMOs).
The report allows a better understanding about the impact of the Covid-19 crisis on enterprise activities.
The resolution urges ILO Member States to engage in collaborative actions to identify obstacles to crew changes, and establish time-bound plans to solve this situation
In order to facilitate the movement of workers, the resolution suggests to designate seafarers as “key workers”.
Changes to the labour codes aim at promoting harmonious industrial relations, higher productivity and employment creation, and increase the workers coverage by social security.
They also aspire to facilitate businesses in terms of licensing and permit requirements.
On 5 October 2020, the Indonesian Parliament adopted the “Omnibus Bill on Job Creation” to favour investments and positively impact employment in the country.
The labour law component of the Bill introduces important changes for employers on minimum wages, outsourcing and temporary contracts, severance payment, unemployment and other matters.
Regulation No. 035/2018 (Norma Oficial Mexicana NOM-035-STPS-2018) on psychosocial risk factors at work was adopted in 2018, but it entered into force on a two-step phase and became fully applicable on 23 October 2020.
Covid-19 in Honduras was characterized by high levels of collaboration within the employers’ community.
COHEP members together advocated for the reopening of businesses and successfully presented possible practical solutions, including safety protocols, gradual reopening, shifts, etc.
The Adecco Group released the paper “Employability, not only employment. VET, apprenticeships and the urgent need to bridge the skills gap in a post-Covid world”
Vocational education training (VET) and apprenticeships are the suggested tools to close this gap.
Once the obstacles for their best use are defined, a coordinated approach is suggested.
The article “a position paper on remote work local country regulation” provides a very clear and straightforward analysis of what must be taken into account when revising or drafting a legislation or regulation on remote work.
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