A reliable and regularly updated suite of employment law guides for HR professionals with responsibilities for staff in countries outside the US.
This tool will ensure you:
- Understand employee rights in key areas including minimum wage rates, maternity leave and compensation on termination.
- Recognize the role of collective rights and bargaining in the relevant country.
Learn more
Global Employer
The Guide for Global Employers provides an overview of the main issues facing employers with staff in more than one country, while the individual country guides provide employment law guidance at national level.
Global Resources
Our EU pay transparency table tracks the implementation of the EU Pay Transparency Directive as member states adopt national legislation to meet its requirements. Our other comparative tables compare the statutory rules on a specific topic across different countries:
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New and Updated
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Updated to reflect changes to the definition of wages, payment of wages, deductions, equal pay, minimum wages, pensions, income tax and social security, lay-offs, mandatory bonuses, and pay and benefit obligations for gig and platform workers, following the landmark reform of labour laws enacted on 21 November 2025, which merged central legislations into four comprehensive new Labour Codes.
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In response to the conflict in the Middle East, current government guidance does not mandate alternative working arrangements but it is good practice for businesses to be mindful of the current circumstances and the impact on employees and their families, and to be flexible wherever possible.
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In response to the conflict in the Middle East, authorities in Saudi Arabia have not issued any employer‑specific directives.
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Four proposed Constitutional Amendments may alter Article 7 of the Brazilian Federal Constitution, potentially changing the maximum working hours.
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Four proposed Constitutional Amendment Bills are currently under discussion in Brazil that could significantly change the maximum daily and weekly working hours.
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New regulations affecting Ukrainian citizens have come into force on 5 March 2026. Temporary protection has been extended until 4 March 2027.
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As of March 2026, only a few member states have adopted binding measures to comply with the EU Pay Transparency Directive. In France, employers with 1,000 employees must publish gender representation data for senior managers and board members and meet a minimum 30% representation of each gender from 1 March 2026.
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Updated to include new information on temporary employment agency work in Argentina, Brazil, Chile, Germany, Italy, Norway, Portugal and South Africa.
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In March 2026, the Workplace Gender Equality Agency published a report about gender pay, which provides benchmarks for employer gender pay gaps and identifies three key areas where employers can accelerate their progress.
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Relevant employers are required to comply with statutory minimum standards in relation to gender equality indicators and must select three equality targets from the list and achieve (or at least improve) on the targets. These employers must choose and declare their targets between 1 April and 31 May 2026.
