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 Denmark. A new Danish Holiday Act was passed by the Danish Parliament on January 25, 2018. The passing of the new Act changes the present holiday entitlement scheme to a concept of concurrent holiday effective on September 1, 2020. Read on as we cover some of the notable changes in detail.
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 Maine, United States. Read on as we cover some of the notable changes in detail.
Changes in compliance are continuous and occurring around the globe. At Replicon, our goal is to make sure you’re never a step behind. There is an upcoming New Leave Law affecting the labor & employment compliance in New Zealand. New Zealand employers should be aware that there has been an important legislative change to the Employment Relations Act 2000 (the Act) taking effect this spring with regards to Rest and Meal Break. Read on about the notable new law in detail.
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 Mexico. Read on as we cover some of the notable changes in detail.
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 proposed developments which may affect the labor & employment laws in British Columbia. The Employment Standards Amendment Act, 2019 (“Bill 8”) received Royal Assent on May 30, 2019, so Bill 8’s amendments to the Employment Standards Act, R.S.B.C. 1996, c. 113 (the “ESA”) is now in force. Virtually all of Bill 8 was passed as it was originally tabled. Some of the new additions to the final version of Bill 8 were as follows. Read on as we cover more details.
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 proposed developments which may affect the labor & employment laws in Ireland. The Employment (Miscellaneous Provisions) Act 2018 ("the Act") came into effect as of March 4, 2019. Read on as we cover some of the notable changes in detail.
Czech Republic: Effect of EU Ruling on Overtime Pay for Part-Time Employees Recently the Court of Justice of the European Union (CJEU) issued a significant judgment in the joined cases… Read More
Mexico: New Mandatory Rest Day on October 1, 2024 On September 18, 2024, the Upper Chamber of Congress of the Union approved an amendment to Section VII of Article 74… Read More
Czech Republic: Recent Amendments to the Labor Law Recently, an amendment (Act No. 230/2024 Coll.) to the Labor Code (Act No. 226/2006 Coll) (“the Act”) was published in the Collection… Read More
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, French labor law has undergone… Read More
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, Governor Hochul signed a significant… Read More
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, The State Governments in various… Read More
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.
