Jackson Lewis is a founding member of L&E Global, a worldwide alliance of independent law firms providing advice and counsel on employment law matters. We are pleased to present you with recent international employment law updates for August 2023 compiled by L&E Global.
Articles Discussing Employment Issues For Multinational Employers.
In this How to Do Business in the Americas podcast series installment, Littler attorneys Lori Brown, Jorge Sales Boyoli and Juan Carlos Varela discuss relevant labor and employment issues employers will face in the Americas in 2023.
Topics include managing “wandering workers,” making staffing decisions in this period of
The Global Guide Quarterly (GGQ) is a newsletter Littler publishes on a quarterly basis to provide a general update on global labor and employment (L&E) law developments in key countries in the American, EMEA, and APAC regions. GGQ is designed to provide high-level notice of such developments to help
The past two years created a significant shift in working conditions, and with that, a new avenue of employment arrangements. The normalization of flexible working paired with talent scarcity created an ideal environment for its rise. To help set up a global workforce, many service providers—referred to as Employers
The final World Cup game is set for this Sunday, December 18. Over the past month we have been staging our own matchups, comparing labor and employment laws of participating countries.1 While there have been plenty of mistakes on the field during this tournament, employers can be a bit more
On October 7, 2022, President Biden signed Executive Order (EO) 14086, “Enhancing Safeguards for United States Signals Intelligence Activities,” which provides a new framework for legal data transfers between the European Union (EU) and the United States.
Just how far can companies go in requiring in-person work?
That is one of the critical questions facing European employers today, according to Littler’s fifth annual European Employer Survey. Drawing on insights from nearly 700 human resources executives, in-house attorneys, and business leaders, this year’s survey finds employers pulled
While a global contingent workforce may be an extension of a company’s internal workforce for all practical purposes, legally, it is a separate and distinct group of nonemployees. That can create a number of obstacles for employers, particularly when the contingent workers are located outside the United States.
As part of a wave of women’s health reforms, Spain has announced that it is planning to introduce specific paid medical leave (potentially up to 5 days a month in cases of severe pain – with a doctor’s note) for people who suffer from period pain. Those eligible would receive
Employers often want to have a data retention policy that works for all of their international operations. We look at the challenges with this approach and how to make it work in practice.
Why bother with data retention policies?
Following the introduction of the European general data protection regulation
Our company recently received an international harassment complaint in which related parties to be interviewed are based in several countries. What are the primary considerations for determining who is best suited as the investigator investigating this type of international complaint?
Department of Homeland Security (DHS) has announced the designation of Ukraine for Temporary Protected Status (TPS) for 18 months.
This designation was made based on the ongoing armed conflict and extraordinary and temporary conditions in Ukraine that prevent Ukrainian nationals, and those of no nationality who last habitually resided in
Despite all that remains uncertain for European employers – involving the trajectory of the COVID-19 pandemic, new working models or any number of other emergent workforce issues – one area has come into greater focus: Most companies are planning a return to the office in some form.
Unions in the United States and Mexico have taken a significant step under the United States-Mexico-Canada Agreement (USMCA) to interject the United States into labor disputes in Mexico by filing the first complaint under the USMCA’s rapid response mechanism against an auto parts supplier in Mexico.