The Indonesian Government issued a regulation to revoke and replace the Job Creation Law (that we previously reported here), introducing some important changes in outsourcing arrangements and minimum wage requirements.
On 21 December 2022, Act LXXIV, which includes the amendment of Act I of 2012 on the Hungarian Labour Code, effective as of 1 January 2023, was published.
The official purpose was to harmonise Hungarian legislation with EU legislation. Still, it became a broader reform than just the transposition of the Directives on work-life balance and predictable working conditions.
The law "concerning emergency measures relating to the functioning of the labour market with a view to full employment", known as the "Marché du travail" Law,was definitively adopted by Parliament on 17 November, then judged to conform with the Constitution by the Constitutional Council on 15 December, was finally published in the Official Journal on 22 December 2022.
On 22 December 2022, Congress passed, with bipartisan support, the 2023 omnibus government funding bill, which includes the Pregnant Workers Fairness Act (PWFA) and the Providing Urgent Maternal Protections for Nursing Mothers Act (PUMP Act).
The new legislation, signed by President Biden on 29 December, clarifies the rights and treatment of working mothers that historically were regulated under multiple statutes, regulations, and court decisions.
On 29 September 2022, Parliament approved the final text of the new Labour Deal that brings with it significant changes to employment laws and practices. On 10 November 2022, the Various Labour Provisions Act was published in the Belgian State Gazette.
On 4 October 2022, the Slovak parliament adopted an amendment to the Labour Code (the "Amendment") effective from 1 November 2022.
It mainly aims to implement two EU directives: No. 2019/1152 on transparent and predictable working conditions in the EU and No. 2019/1158 on work-life balance for parents and carers.
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.
It seeks to amend the Employment Relations Act 2000 to include a restraint of trade provision that will “prohibit the use of restraints of trade in employment agreements for lower and middle-income employees”.
The Bill will also require employers of higher income employees to carefully consider whether a restraint of trade is appropriate to those employees and, if they insist on a restraint of trade, to compensate the employees for it.
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 22 April 2022, Florida Governor, Ron DeSantis, signed the “Stop WOKE” Act (HB 7) - as an acronym for “Stop the Wrongs to our Kids and Employees - into law.
On 23 June 2022, the German parliament passed a bill to implement the Working Conditions Directive (EU) 2019/1152 into German law.
The German Bundestag passed the draft law (BT-Drs. 20/1636, 20/2245) in the committee version (20/2392). If Bundesrat passes it without any objections, the new law will come into force as of 1 August 2022.
On 05 July 2022 the Dutch House of Representatives (Tweede Kamer) approved a bill that estabilishes home working as a legal right, making the Netherlands one of the first countries to grant remote working flexibility by law.
The bill needs the approval from the Dutch senate before its final adoption.
It enables a person, from any organisation or business, to make a protected disclosure direct to an appropriate authority at any time, instead of needing to disclose to their employer first. It also extends and clarifies the grounds where protected disclosures can be made.
On 7 May 2022, the amendments to the New York Civil Rights Law, introduced on 8 November 2021 by New York Governor Kathy Hochul, entered into force.
New York employers are now required to explicitly notify employees if their electronic activity will be monitored and to obtain written acknowledgment from employees.
On 7 April 2022, the Government of Ontario passed Bill 88, the Working for Workers Act, 2022, that received Royal Assent on 11 April 2022 and is now in force.
Decree of 17 March 2022 n. 86 regulates Law 19.978 of 20 August 2021 that promotes and regulates, for the first time, teleworking.
It adds to the regulatory framework of this new way of working that spread rapidly because of the pandemic, clarifying certain aspects of the legislation.
On 23 March 2022 the National Assembly's Standing Committee adopted Resolution No. 17 “on employees’ monthly, annual overtime hours in the context of COVID-19 prevention and socio-economic development”, aiming to facilitate socio-economic recovery and development from the pandemic.
It increased, until 31 December 2022, the maximum monthly overtime limit and relaxed the annual restrictions on overtime currently provided for in the 2019 Labour Code.
On February 2022, the government of Belgium proposed a package of measures to reform the nation’s labour market, aiming to increase flexibility and boost employment.
On 25 February 2022, the Government published the Employment (Amendment) Bill 2022.
It aims to find a balance between implementing various anti-epidemic measures to protect public health and preserving employees' statutory rights and benefits and to minimise labour disputes arising from COVID-19 issues.
On 23 February 2022, the Peruvian Official Gazette published the Supreme Decree N-001- 2022-TR, that modified the existing legal frameworks of outsourcing services (Regulations of Law N° 29245 and Legislative Decree N° 1038).
It amends the Protection against Harassment of Women at the Workplace Act 2010, expanding the definition of workplaces to include both formal and informal workplaces.
On 17 January 2022, Senator Francis Tolentino filed Senate Bill No. 2475 (called "Workers' Rest Law), aiming to promote employees’ welfare by defining their rest hours.
On 15 December 2021, the New York City Council approved Bill 1208-2018, that will require New York City employers to include salary ranges in any job advertisements.
It amends the Protection against Harassment of Women at the Workplace Act 2010, expanding the definition of workplaces to include both formal and informal workplaces.
On 17 January 2022, Senator Francis Tolentino filed Senate Bill No. 2475 (called "Workers' Rest Law), aiming to promote employees’ welfare by defining their rest hours.
On 15 December 2021, the New York City Council approved Bill 1208-2018, that will require New York City employers to include salary ranges in any job advertisements.
Law No. 21,327 (Labour Directorate Modernization Act), published in the Official Gazette on 30 April 2021, came into force on 1 October 2021.
It aims to modernise the Labour Department, also through the incorporation of new technologies and the digitalisation of procedures.
On 28 October 2021, the law was published in the Official Gazette the Supreme Decree No. 37 of the Ministry of Labour and Social Security, which approves the Regulation of Law No. 21,327.
In Spain, on 24 December 2021, trade unions, employers’ associations and the Government reached a triangular agreement on labour reform.
After approval in the Council of Ministers, the agreement was translated into Royal Decree-Law No. 32/2021 of 28 December 2021 on urgent measures for labour reform, guarantee for stable employment and transformation of the job market.
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