Multinational Employers

In the second episode of this two-part series of our Cross-Border Catch-Up podcasts, Lina Fernandez (Boston) and Samantha Duncan (Washington) continue their conversation on HR self-audits by exploring how to localize global audit frameworks for specific jurisdictions. Samantha and Lina highlight the

In part one of this two-part episode of our Cross-Border Catch-Up podcast series, Samantha Duncan (Washington) and Lina Fernandez (Boston) discuss the importance of conducting global HR self-audits and best practices for developing a unified audit framework that can be scaled across multiple jurisdi

As the 7 June 2026 deadline for implementing the EU Pay Transparency Directive (Directive (EU) 2023/970) approaches, the Czech Republic and Slovakia are showing two distinct approaches to implementation.

Since the beginning of 2026, companies with operations in Germany have been subject to a new obligation to provide information to certain foreign employees.

Sweden’s planned implementation of the EU pay transparency directive (Directive (EU) 2023/970) through amendments to the Swedish Discrimination Act has become uncertain.

On April 2, 2026, the National Assembly of Québec assented to Bill 9, An Act respecting the reinforcement of laicity in Québec . While it primarily targets the public sector, it nonetheless contains provisions that apply directly to the private sector and that significantly modify the duty of religi

Romania has moved one step closer to implementing the EU pay transparency directive (Directive (EU) 2023/970) by releasing an initial draft law that outlines how the directive would apply at the national level.

Paid Leave after Termination: Key Takeaways from a New German Federal Labor Court Decision on Employment Contracts and Company Cars Once a German employment relationship has been terminated, employers often seek to remove the terminated employee from day-to-day operations as quickly as possible—whet

Rejection Due to Headscarf – German Federal Labor Court Holds Employer Liable for Compensation Rejecting an applicant because she wears a religious headscarf may prove costly for employers. In its decision on January 29, 2026 (8 AZR 49/25), the Federal Labor Court ( Bundesarbeitsgericht , “BAG”) hel

UK Government Confirms Commitment to Introduce Mandatory Ethnicity and Disability Pay Gap Reporting for Large Employers As part of its “Plan to Make Work Pay,” the UK Government pledged to introduce mandatory ethnicity and disability pay gap reporting for large employers via a draft Equality (Race a

Canada: Minimum Wage Increases in 2026 Canadian employers will see a number of minimum wage increases take effect in 2026 at both the federal and provincial/territorial levels. While most of these adjustments are tied to inflation and follow established indexation formulas, the cumulative effect may

The Superior Court of Québec recently rendered a decision arising in the heavy vehicle transportation sector that should capture the attention of any employer maintaining a zero-tolerance policy for alcohol or drug consumption.

Gender-Neutral Job Evaluation in the EU: Assessment of the Utility of the New EU Toolkit The issue of fair and gender-neutral pay is increasingly coming into focus for employers in the EU. Directive (EU) 2023/970—also known as the Pay Transparency Directive (PTD), requires employers to have and main

April Fools’ jokes are one of the annual joys of being an employer. But where does the fun end—and where does a breach of employment contract obligations, a violation of personal rights, and a breach of compliance rules begin? In this article, we examine the tradition of April Fools’ jokes

The Global Guide Quarterly (Quarter 1, 2026) The Global Guide Quarterly (GGQ) is a newsletter published by Littler on a quarterly basis to provide high-level and concise coverage of global labor and employment (L&E) law developments in key countries across the Americas, the Asia-Pacific (APAC) regio

UK: Consultation Launched on Threshold for Triggering Collective Redundancy Obligations Currently, collective redundancy consultation (and the requirement to submit the HR1 form to the Government) is triggered where an employer is proposing to dismiss as redundant, within a period of 90 days or less

The German Federal Labor Court ( Bundesarbeitsgericht (BAG)) recently ruled that a blanket release clause entitling the employer to exempt the employee from work “upon or following the issuance of a notice of termination—regardless of which party issued it”—while continuing to pay wages, constitutes

UK: Balancing Protected Beliefs The Legal Framework: Manifestation of Belief After Higgs In Higgs v. Farmor’s School , the Court of Appeal clarified how tribunals should analyse employer action in response to an employee’s manifestation of belief in direct discrimination cases (see our previous arti

Belgium: (Tele-)work Performed Simultaneously Within the European Economic Area – What Changes with the Moguntia Ruling? European rules governing the determination of the applicable social security legislation for employees performing activities in several EU Member States can be complex. The Court