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Employment law country guides

Our country guides set out the key elements of national law as it applies to: recruitment and selection; pay and benefits; employee rights; contracts of employment; training and development; equal opportunities; industrial relations; health and safety; and termination of employment.

New country guide

The latest addition to XpertHR International is a guide to employment law in Denmark.

Existing country guides

› Belgium › The Netherlands
› France › Norway
› Germany › Poland

› Greece › Singapore

› Hong Kong › Spain

› Ireland › Sweden
› Italy › Switzerland
› Mexico

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Latest country guide updates

Belgium

› Notice periods

France

› Updated figures for permitted deductions from pay

Greece

› Updated income tax rates and thresholds, and new "extraordinary contribution for solidarity" tax

Netherlands

› Updated national minimum wage rate

› Gradual increase of official retirement age

› Updated income tax rate and thresholds, and annual pay ceiling for national insurance contributions

› Updated ceiling for pay for employees absent from work due to sickness

› Increased public holidays

› Updated ceiling for state benefits during pregnancy and maternity leave

› Equal Treatment Commission incorporated into the Netherlands Institute for Human Rights

Norway

› New rights for employees returning from parental leave

› Increased leave to care for a closely related and terminally ill individual

Singapore

› Maternity and pregnancy rights

› Upcoming extension of right to childcare leave

› New right to paternity leave

Sweden

› Additional rights for temporary agency workers

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EU developments

State of play

Draft EU employment legislation state of play, February 2013
Our monthly update explains the current position on all significant items of employment-related draft EU legislation that are in the legislative pipeline, or due to be proposed in the near future.

Case reports

Agency workers: employment tribunal provides guidance on "Swedish derogation"
A UK employment tribunal has provided guidance on the use of the "Swedish derogation" model, under which agency workers can sign a type of employment contract with their agency that means they give up the right to pay parity with direct recruits - to which they would normally be entitled after 12 weeks in an assignment - in return for some guaranteed pay between assignments.

UK courts failed to protect rights of Christian employee prevented from wearing cross at work
The European Court of Human Rights has held that a Christian employee's right to freedom of thought, conscience and religion under art.9 of the European Convention on Human Rights was breached when the UK courts found that she was not discriminated against by British Airways' uniform policy, which prevented her from wearing visible items of jewellery at work.

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From our blogs

Race discrimination still an issue as King's legacy is remembered
With this summer marking the 50th anniversary of the Great March on Washington and Dr Martin Luther King's "I have a dream" speech, there is no doubt that the US has made substantial strides with regard to racial equality and equality for all groups. However, race discrimination still exists in today's society and the workplace.

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Editor's message

DENMARK EMPLOYMENT LAW GUIDE
The latest addition to XpertHR International is a guide to employment law in Denmark.

The guide provides a concise summary of the main points of Danish employment law. Along with other XpertHR international guides, the Denmark guide will be updated monthly to take account of any recent and upcoming changes.

Distinctive features of Danish employment law include a requirement for most employers to prepare pay statistics each year, broken down by gender and occupational group, for the purpose of informing and consulting employees about any pay gaps between women and men at the workplace, and the absence of a statutory national minimum wage.

In addition, there are generous family-friendly rights, including a right for parents each to take 32 weeks of parental leave per birth in addition to maternity and paternity leave.

John Read
International editor,
XpertHR

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