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Global Compliance Updates

Global Compliance Desk – Finland

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, there have been some key developments affecting labor & employment implemented in Finland. The Finnish Parliament passed the new Working Hours Act of Finland. Read on as we cover some of the notable changes in detail.
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Global Compliance – India

India: Amendments to Labour Law Framework  On 21 November 2025, the Government of India implemented four consolidated Labour Codes: the Code on Wages (2019), the Industrial Relations Code (2020), the… Read More

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 Desk –  Switzerland

Global Compliance Desk – Switzerland

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. Switzerland has introduced new childcare leave… Read More
Global Compliance Desk – Virginia

Global Compliance Desk – Virginia

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. State of Virginia is soon to… Read More
Global Compliance Desk – Ukraine

Global Compliance Desk – Ukraine

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. Ukraine has passed a recent ruling… 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.