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. Effective 21 November 2025, India enforced the four consolidated Labour Codes, replacing 29 Central labour laws with a single, unified framework for wages, social security, industrial relations, and working conditions. Since each State must still issue its own rules, the earlier state labour laws remain in force for now, creating a temporary dual-compliance situation. 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. Effective 7 December 2025, Thailand’s amendments to the Labour Protection Act, B.E. 2568, introduce significant changes to statutory leave entitlements and increase employer compliance obligations. 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. Canada will implement substantial amendments to labour law provisions, effective 12 December 2025 at the federal level and 1 January 2026 in Saskatchewan. 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. Spain has proposed a new Royal Decree to modernise working-time recording through a mandatory digital system, expected to be issued in late 2025 or early 2026 and effective 20 days after publication.
The changes are expected to take effect around early 2028, following a 24-month transition period after the Bill is
passed. 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. Effective January 2026, several states across the United States are bringing about significant changes in their respective labour law provisions. 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. New Zealand has proposed major reforms to the Holidays Act 2003 to simplify and standardise leave entitlements. The changes are expected to take effect around early 2028, following a 24-month transition period after the Bill is passed. Read on as we cover some of the notable changes in detail.
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
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
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
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, Luxembourg has passed a bill… 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. Denmark is bringing about amendments parental… 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. Ireland has recently introduced a new… 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.
