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 July 1, 2025, government-funded Paid Parental Leave in Australia will increase from 22 weeks to 24 weeks, introducing greater flexibility, promoting gender equality, and extending entitlements for working families. 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. The Colombian Congress has passed a legislation, which aims to gradually decrease the standard work week in Colombia from 48 to 42 hours. The third transition shall come into effect on July 15, 2025, reducing the work week from 46 hours to 44 hours. 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 June 19, 2025, the government of Ontario has introduced a new job-protected leave entitlement under the Employment Standards Act, 2000. Employees will be entitled to up to 27 weeks of unpaid Long-Term Illness Leave to address serious medical conditions. 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 Effective May 1, 2025, all employees in Missouri will be entitled to paid sick leave, unless repealed or amended by subsequent legislation. 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, the German Federal Labour Court (BAG) issued a significant ruling clarifying overtime pay obligations for part-time employees. 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. The UK government has introduced significant amendments to employment law, set to take effect in 2025. The amendments primarily impact statutory leave entitlements, pay provisions, and sick pay rates, reflecting a broader commitment to work-life balance and employee welfare. Read on as we cover some of the notable changes in detail.
As remote workplaces, growing employee preference for flexible, project-based work and diverse employee types create unique business challenges around scheduling and correct employee classification, professional services (PS) firms are making… Read More
According to the most recent industry benchmark data, professional services firms reported shrinking profit margins and declining resource utilization rates last year, while billable utilization dropped to just 68.9%, down… Read More
Amidst the ongoing economic headwinds, many professional services organizations are focusing on how to drive profitable growth and higher margins without increasing the headcount. In this context, it’s noteworthy that… 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. Effective February 23, 2025, amendments to… 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. Effective March 19, 2025, an amendment… 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. Effective March 2025, employees in Serbia… 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.
