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Global Compliance Updates

Global Compliance Desk – California

Changes in compliance are continuous and are occurring around the globe. At Replicon, our goal is to make sure you’re never a step behind. California Supreme Court has recently passed a ruling that changes the wage premium payment practices for a non-compliant meal and rest periods. Read on as we cover some of the notable changes in detail.
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Global Compliance – Thailand

Thailand: Upcoming Amendments to the Labour Law Provisions Thailand has recently amended the Labour Protection Act, B.E. 2568 (“the Act”), expanding employee leave protections and strengthening employer obligations. Effective 7 December 2025, the… Read More

Global Compliance – Canada

Canada: Proposed Amendments to Labour Law Provisions  Canada will implement substantial amendments to labour law provisions, effective 12 December 2025 at the federal level and 1 January 2026 in Saskatchewan. … Read More

Global Compliance – Spain

Spain: Proposed Royal Decree on Digital Working Hours Registration  Spain has proposed a significant reform to its working-time recording rules. The forthcoming Royal Decree on the Recording of Working Hours… Read More
Global Compliance Desk – Puerto Rico

Global Compliance Desk – Puerto Rico

Changes in compliance are continuous and are occurring around the globe. At Replicon, our goal is to make sure you’re never a step behind. Recently, Puerto Rico has passed an… Read More
Global Compliance Desk – United Kingdom

Global Compliance Desk – United Kingdom

Changes in compliance are continuous and are occurring around the globe. At Replicon, our goal is to make sure you’re never a step behind. United Kingdom is coming up with… Read More
Global Compliance Desk – Japan

Global Compliance Desk – Japan

Changes in compliance are continuous and are occurring around the globe. At Replicon, our goal is to make sure you’re never a step behind. Recently, Japan has introduced new amendments… Read More
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  • Disclaimer: The material provided above is for informational purposes only and is subject to change. We endeavor to keep all material up-to-date and correct but make no representations about the information's completeness, accuracy, or reliability. Laws vary by jurisdiction and are subject to change and interpretation based on individual factors that may differ between organizations. The material is not meant to constitute legal advice and we suggest you seek the advice of legal counsel in connection with any of the information presented.