Auteur

Marc André Gimmy

Associé

Munich

Auteur

Marc André Gimmy

Associé

Munich

31 octobre 2024

Work/Life – 23 de 129 Publications

Work/Life - international employment news update

Briefing

Issue 107

Welcome to the latest edition of our international employment news update.

In this edition we look at:

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Meta fires US employees for misuse of USD$25 meal credits

Meta has fired about two dozen employees in Los Angeles for misusing their USD$25 meal credits to purchase household items such as acne pads, wine glasses, and laundry detergent. The employees were found to have abused the system over an extended period by pooling money, buying other things or having meals delivered home instead of using the credits at the office. Employees who violated the rules occasionally were reprimanded but not terminated. These terminations occurred just before Meta began a broader restructuring of teams across WhatsApp, Instagram, and Reality Labs. This restructuring involves staff cuts and relocations as part of CEO Mark Zuckerberg's ongoing efficiency drive.

Quit if you are unwilling to return to the office, suggests US Amazon executive

A senior executive at Amazon has suggested that employees who oppose the company’s new policy requiring five days of in-office attendance should consider resigning. During an internal meeting, Matt Garman, CEO of Amazon Web Services, communicated that most employees he consulted were in favour of this policy, which takes effect on 2 January 2025. Matt Garman stressed that those dissatisfied with the change ought to seek employment elsewhere, as in-person collaboration is vital for innovation. Previously, Amazon mandated three days of office attendance per week; but this was deemed insufficient for promoting teamwork and maintaining company principles.

New UK legislation will mandate employers to proactively prevent workplace harassment

From 26 October 2024, employers must take reasonable steps to prevent sexual harassment in the workplace. This involves conducting a risk assessment similar to health and safety procedures, identifying areas vulnerable to harassment, and implementing measures to mitigate these risks. Employers are not liable for third-party actions but must anticipate and address potential risks from third parties. Reasonable steps include policy reviews, training, staff surveys, and clear communication with third parties about intolerance of harassment. Non-compliance can lead to significant penalties, including a 25% uplift in compensation awards and enforcement actions by the Equality and Human Rights Commission.

Netherlands bankruptcies and reorganisation plans leave employment intact

The number of bankruptcies in the first nine months of this year increased by over a quarter compared to the same period last year, accompanied by numerous reorganisation plans. However, due to a tight labour market, few affected workers have been left jobless or requiring unemployment benefits, according to figures from agencies NOS and ANP, collated through UWV records. Requests for layoffs exceeding twenty staff members over a three-month period saw a 36% increase, primarily driven by financial instability and restructuring initiatives. Similarly, individual dismissal applications rose by 21%, affecting the workforce proportionately more than last year. Despite these increases, claimant registrations for employment support schemes rose only by 11%, indicating a strong demand for talent across various sectors.

Visually impaired teacher wins court battle in Spain for daylight working hours

The Social Division of the High Court of Justice of Galicia upheld a case brought by a visually impaired teacher, ordering that her timetable be adapted to daylight hours to ensure adequate lighting at her school. Both the Prevention Service and Labour and Social Security Inspectorate concurred that it was necessary for this secondary school to adjust her schedule so she could enter and exit during daylight hours. Importantly, she did not request a specific timetable; rather, she required sufficient light when arriving at or leaving work. Given these considerations - and noting that the school failed to implement such measures - the Court mandated an adjustment to daytime working hours for this teacher. Additionally, it awarded EUR7,500 in compensation for breaches in occupational risk prevention.

Polish cabinet's comprehensive migration strategy reform

The Polish cabinet has adopted a migration strategy which includes the temporary suspension of access to asylum. The document calls for reforms of asylum policies at both EU and international levels. It suggests that countries facing destabilisation due to migration could temporarily suspend asylum applications in specific regions. The strategy outlines a transparent visa policy based on a selective approach towards migration, meaning careful regulation of entry conditions and residence in Poland. This applies not only generally but also specifically for business or educational reasons. Specific criteria will govern access to the Polish labour market, ensuring migrants fill gaps in shortage professions without compromising employment stability within Poland.

Slovak parliament approves minimum wage increase for 2026

The Slovak parliament has approved a significant amendment regarding the minimum wage, adjusting its calculation from 57% to 60% of the national average wage from two years ago. This adjustment results in an impressive annual increase of 14.4%. Consequently, by 2026, the minimum wage will rise to EUR920, up from the current EUR750. This increase marks a substantial advancement in improving employees' financial well-being.

Dutch pharmacy workers plan nationwide strike for wage increase

Pharmacy workers in the Netherlands have announced a nationwide strike on 12 November to demand higher wages. Leading up to this date, there will be a series of regional strikes as part of their campaign. Labour unions FNV and CNV, along with the National Pharmacists Organisation (KNMP), advocate for increased salaries and a higher national minimum wage. According to their joint release, FNV and CNV are seeking a six per cent wage increase retroactive from 1 July, as well as proposing a minimum hourly rate of EUR16.

April 2025 minimum wage increase: over-21s to earn GBP£12.21 per hour

The minimum wage will increase in April 2025, with the hourly rate for over-21s rising to £12.21. This represents a 6.7% increase from the current rate of £11.44. For 18 to 20-year-olds, the minimum wage will rise from £8.60 to £10, and apprentices will see their hourly pay increase from GBP£6.40 to £7.55. The government anticipates that over three million workers will benefit from this change. Yet, businesses have expressed concerns about the potential impact on hiring and operational costs, especially with expected rises in National Insurance contributions for employers as part of the upcoming Budget.

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