Insights

The reduction in working hours: Countries like Brazil, Mexico, and Spain are considering reducing maximum working hours. Brazil may decrease weekly hours from 44 to 40, Mexico from 48 to 40 with a five-day workweek, and Spain from 40 to 37.5 hours. These proposals are indicative of an increased focus on improving work-life balance and reducing employee burnout in these countries.  

Supporting families: Countries are enhancing leave entitlements to support families. Poland has introduced maternity leave for parents of prematurely born or hospitalized children. Mexico proposes to extend paid paternity leave from five to 20 days. The Netherlands is considering statutory paid bereavement leave for employees who have lost a partner or minor. New legislation in Ireland allows postponement of maternity leave for five to 52 weeks for serious medical treatment. These developments indicate a growing commitment to improve the overall well-being of employees by ensuring support is provided through various life events outside of the workplace. 

New forms of employment: Efforts to adapt labour laws to the evolving nature of work are also evident. The Netherlands is taking active measures against false self-employment, which have been effective from the start of the year, while Mexico has introduced significant changes to its legal framework for platform work.  These updates highlight a focus on the protection of workers’ rights in the gig economy and the prevention of issues such as misclassification. 

Wholesale changes: Finland, Ukraine, and the Czech Republic are expected to introduce substantial amendments to their employment rights regimes. In Finland, we could see changes to termination grounds, fixed-term contracts, dismissal notice periods, and sick leave. Ukraine’s new draft Labour Code includes rules for employment contracts, increased annual leave, and flexible parental leave. In the Czech Republic, proposed amendments would reduce termination notice periods, cover severance pay with statutory insurance, and extend probationary periods. Employers in these regions should stay informed about these developments.

These developments indicate a shift towards more equitable and supportive employment practices, with a focus on reducing working hours, enhancing family leave and addressing the challenges posed by non-traditional employment. Further details of these changes, and many more, can be found by selecting each jurisdiction below.