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).
On 10 February 2022, the Bangladesh Garments Manufacturers and Exporters Association (BGMEA), German international cooperation enterprise (GIZ), and the Particip GmbH (Particip) signed a Memorandum of Understanding (MoU) to improve relations between factory management and workers in Bangladesh.
On 31 May 2022 will take place the World Employment Conference 2022, the annual gathering of the global HR services industry organised by the World Employment Confederation.
“Bridging the gap. Connecting worker and employer expectations” is the theme of this edition of the Conference.
On 10 December 2021, ruling the case Shoprite Checkers (Pty) Ltd v JL and Others, the Labour Court of South Africa stated that employers must take appropriate steps to investigate incidents of sexual harassment in the workplace.
The Court ordered to employer to pay a former employee 25,000 South African rand in damages for sexual harassment and to adopt a sexual harassment policy.
On 13 January 2022 in case No. C-514/20, the Court of Justice of the European Union (CJEU) provided a clarification on the inclusion of paid annual leave in the calculation of the volume of hours worked entitling to overtime pay.
It stated that, to determine whether the threshold of hours worked entitling the employee to an overtime bonus has been reached, the hours corresponding to the period of paid annual leave taken by the employee must be considered as hours worked.
On 20 January 2022, the French energy company Engie, present in 70 countries, signed a framework agreement with three international trade union federations (IndustriAll Union, IBB and PSI) as well as with representative French trade unions at ENGIE level (CFDT, CFE-CGC, CGT and FO).
This global framework agreement reflects the challenges currently facing the company and its employees, providing a standard set of guarantees for all ENGIE employees around the world.
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.
On 17 February 2022, Uber agreed with International Transport Workers Federation (ITF) to begin social dialogue on platform workers’ conditions and benefits globally.
The employment status of these workers – the most controversial and debated point - will not be discussed.
On 17 December 2021, delivery platform Just Eat and the CCOO and UGT trade union confederations signed the first collective agreement for food delivery workers in Spain.
It regulates wages, working time and conditions and came into force in January 2022.
On 23 December 2021, employer association Joint Apparel Association Forum (JAAF) and garment worker unions signed an agreement on how to address workplace issues for garment workers, especially during the pandemic and establishing bipartite health & safety committees, access to dispute resolution mechanisms and guarantees on the right to organise.
On 1 February 2022, the World Employment Confederation-Europe (WEC Europe) and the European trade union UNI-Europe have reached an important understanding by signing the Joint Recommendations for the sector's recovery.
The International Labour Organization (ILO) released the World Employment and Social Outlook Trends 2022 (WESO 2022), providing a comprehensive assessment of how the labour market recovery has deployed across the world.
It reports a slow and uncertain recovery, as the pandemic continues to have a significant impact on global labour markets, with different national approaches to tackle the crisis.
On 17 December 2022, the European Commission released the report “Labour Market and Wage Developments in Europe 2021”, showing how the labour market is exiting from the deepest recession that hit the EU (European Union) since World War II.
EU labour market has been resilient to the COVID-19 recession and members states implemented strong policy responses eased the impact on unemployment.
On 10 December 2021, ruling the case Shoprite Checkers (Pty) Ltd v JL and Others, the Labour Court of South Africa stated that employers must take appropriate steps to investigate incidents of sexual harassment in the workplace.
The Court ordered to employer to pay a former employee 25,000 South African rand in damages for sexual harassment and to adopt a sexual harassment policy.
On 13 January 2022 in case No. C-514/20, the Court of Justice of the European Union (CJEU) provided a clarification on the inclusion of paid annual leave in the calculation of the volume of hours worked entitling to overtime pay.
It stated that, to determine whether the threshold of hours worked entitling the employee to an overtime bonus has been reached, the hours corresponding to the period of paid annual leave taken by the employee must be considered as hours worked.
On 20 January 2022, the French energy company Engie, present in 70 countries, signed a framework agreement with three international trade union federations (IndustriAll Union, IBB and PSI) as well as with representative French trade unions at ENGIE level (CFDT, CFE-CGC, CGT and FO).
This global framework agreement reflects the challenges currently facing the company and its employees, providing a standard set of guarantees for all ENGIE employees around the world.
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.
On 17 February 2022, Uber agreed with International Transport Workers Federation (ITF) to begin social dialogue on platform workers’ conditions and benefits globally.
The employment status of these workers – the most controversial and debated point - will not be discussed.
On 17 December 2021, delivery platform Just Eat and the CCOO and UGT trade union confederations signed the first collective agreement for food delivery workers in Spain.
It regulates wages, working time and conditions and came into force in January 2022.
On 23 December 2021, employer association Joint Apparel Association Forum (JAAF) and garment worker unions signed an agreement on how to address workplace issues for garment workers, especially during the pandemic and establishing bipartite health & safety committees, access to dispute resolution mechanisms and guarantees on the right to organise.
On 1 February 2022, the World Employment Confederation-Europe (WEC Europe) and the European trade union UNI-Europe have reached an important understanding by signing the Joint Recommendations for the sector's recovery.
The International Labour Organization (ILO) released the World Employment and Social Outlook Trends 2022 (WESO 2022), providing a comprehensive assessment of how the labour market recovery has deployed across the world.
It reports a slow and uncertain recovery, as the pandemic continues to have a significant impact on global labour markets, with different national approaches to tackle the crisis.
On 17 December 2022, the European Commission released the report “Labour Market and Wage Developments in Europe 2021”, showing how the labour market is exiting from the deepest recession that hit the EU (European Union) since World War II.
EU labour market has been resilient to the COVID-19 recession and members states implemented strong policy responses eased the impact on unemployment.
IOM Vietnam conducted a labour market assessment with employers in five key target provinces in Vietnam (Quang Ninh, Hai Phong, Nghe An, Ha Tinh and Quang Binh).
It aimed to understand the nature of labour and skills demand and supply in these areas, identify the key sectors that influence the type and quantity of employment opportunities and identify the socioeconomic impacts of COVID-19 on the local labour market in the perspectives of the employer, government and employee.
Business NZ has formally rejected the offer to be the Government’s nominated default partner in implementing compulsory national pay agreements known as Fair Pay Agreements (FPAs).
A default partner would be required to represent employers who would be covered by FPAs if no other representative industry organisation was available or willing to represent employers.
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