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”
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).
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.
The amendment to the Posting of Workers Directive had to be transposed into national law in July 2020.
Sweden has already complied with this obligation after undergoing a process of dialogue with the social partners.
The outcome regulation is not fully satisfactory as there is still a lack of clarity on a major part of the amendment concerning wages, which is likely to impact companies.
The legislation on remote working was finalised and adopted by Royal Decree-Law 28/2020 on 22 September 2020.
While at the outset the Government did not involve the social partners in the development of the draft text, trade unions and employers’ organisations were finally able to negotiate and agree on the main elements of the law.
European regulation on the 25% limit of telework in the country of residence for cross-border workers was suspended by agreements among neighbouring European countries
Restrictions to the movement of seasonal workers and the situation of unemployed workers pushed governments to ease the hiring of workers in agriculture, even if already receiving unemployment benefits.
Employers of temporary foreign workers in Canada are required to comply with the Quarantine Act and respect the mandatory 14-day quarantine period upon entry in Canada
The quarantine period must be paid to employees. However, the government announced a financial support to employers up to CAD $1,500 per temporary foreign worker to cover employee pay during the mandatory quarantine period and other associated costs
The government enhanced labour inspection for employers in agriculture
US Government approved the Coronavirus Aid, Relief, and Economic Security Act (CARES Act) and the Families First Coronavirus Response Act (FFCRA) (Public Law 116-127) to support workers and their families
Specific laws were enacted in France, New Zealand, Ontario (Canada) and South Africa containing a list of essential services that could continue operating during the pandemic.
Employment services were considered essential in France, New Zealand and Ontario.
Employers’ organisations were included in the list in New Zealand.
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