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- Type:
- International
In this guide, we examine the different types of industrial action and the ways in which employers can respond to this type of action. We also look at the strategy employers need to adopt in this area.
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- Type:
- International
In this guide, we explore what the obligation to inform, consult or co-determine with employees and/or their representatives entails. We also look at the common pitfalls multinational employers need to be aware of when engaging with employees and what to consider when thinking about strategy in this area.
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- Type:
- International
In this guide, we explore the different factors multinational employers need to consider when establishing a global strategy for handling industrial relations, as well as the global, regional and country standards that may be at play. We also consider the benefits of Global Framework Agreements.
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- Type:
- International
In this guide, we explore the role and structure of trade unions, work councils and other forms of employee representation, the interplay between the different bodies, and the protections afforded to representatives. We also highlight some of the costs associated with representative bodies and employers' obligations in this area.
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- Type:
- International
Despite the government’s view that the EU Pay Transparency Directive should be renegotiated at EU level, it has instructed the Discrimination Ombudsman to continue preparatory work on its transposition.
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- Type:
- International
Although Bulgaria has published a draft Act to transpose the EU Pay Transparency Directive into national law, it failed to meet the 7 June 2026 deadline for transposition.
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- Type:
- International
Under the developed Nitaqat programme, Saudisation is assessed at entity level using a weighted average, with thresholds determined by workforce size, economic activity and sector-specific parameters.
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- Type:
- Editor's Choice
Updated to include the EU Pay Transparency Directive hub.
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- Type:
- International
The Labour Modernisation Law came into effect on 6 March 2026. However, the Labour Assistance Fund (FAL) provisions took effect on 1 June 2026, and the telework contract provisions will be repealed on 1 January 2027.
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- Type:
- International
Further clarification has been added that statutory severance is the exclusive remedy for dismissal without cause, except in relation to criminal law matters.