The law and its implementing Regulation were strongly criticised by Argentinian social partners, mainly for the poor quality of prior consultation, that failed to take into account the input of the social partners, specially the comments introduced by the private sector.
The main issues concern the difficulty of implementation of the clauses of reversibility, right to disconnect, employees with special care responsibilities and contracts for non-residents.
Violation of this law entails the transfer to another type of work or, if this is not possible, the suspension from tasks or duties that involve interpersonal contacts and the risk to spread the virus.
The Comprehensive Labor Policy Promotion Act (CLPPA) (No. 24 of 2019 (Reiwa)) aims at eliminating sexual harassment, harassment against women and workplace bullying (known as “power harassment” in Japan)
This Act requires companies to put in place a policy to prevent harassment in the workplace, including taking measures to avoid recurrences
Failing to comply with this Law entails reputational risks, as companies’ names may be disclosed
The Resolution contains specific recommendations on the scope and content of a Directive
The right to disconnect is defined as “the right for workers to switch off their digital tools including means of communication for work purposes outside their working time without facing consequences for not replying to e-mails, phone calls or text messages”.
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.
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.
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.
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