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MDR ONE Global Employment Law Handbooks: Now Available
Navigate complex employment law landscapes across Europe, APAC and the United Arab Emirates with our global employment law handbooks.
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Case Study
A complex multi-jurisdictional project handled with ease
MDR ONE international counsel model flexes to cover HR projects large and small. Working in tandem with in-house legal and HR teams on a global workforce transition project, we saved time and money by simplifying complexity and streamlining processes.
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Article Legal Updates
Australia (Victoria): Working from home could soon become a statutory right
The Victorian Government in Australia has introduced the working from home bill to Parliament which would establish a statutory right for eligible employees to work from home two days a week. The bill is still being debated, but if passed, it is expected to come into force on 1 September 2026, or 1 July 2027 for employers with less than 15 employees.
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Article Legal Updates
Japan: Changes to equal pay requirements effective 1 October 2026
From 1 October 2026, Japan will introduce changes to its “equal pay for equal work” regime. These include updates to the Equal Pay for Equal Work Guidelines and the Employment Management Guidance for Part-Time and Fixed-Term Employees.
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Article Legal Updates
Belgium: A new one-week notice period for the first six months of employment
From 1 August 2026, Belgian law introduces a one-week notice period for the first six months of any new indefinite-term employment contract. This applies to contracts whose performance begins on or after 1 August 2026. Existing contracts remain subject to the current rules.
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Article Legal Updates
Ireland: Employees’ right to object to contractual retirement ages
The Employment (Contractual Retirement) Ages Act 2025 came into force on 29 June 2026 marking a significant shift in the landscape of retirement law in Ireland.
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Article Legal Updates
UK – The Employment Rights Act: Overhaul of Unfair Dismissal Rules
The Employment Rights Act introduces some of the most significant reforms to UK employment law in a generation. We look back at what has already changed and what is on the horizon - including the upcoming changes to unfair dismissal rules, which are set to fundamentally alter the risk landscape for managing and implementing dismissals.
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Article
Making sense of Employer of Record Models: practical insights for global businesses
Employer of Record (EOR) arrangements offer a quick, flexible way for international businesses to get people on the ground. But they also come with real limits and risks. They tend to work best as a short‑to‑medium‑term solution, provided you plan properly.
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Article Legal Updates
Belgium: Supporting Return to Work for Employees on Sick Leave
With effect from 1 June 2025, changes to Germany's Maternity Protection Act (MPA) have come into force. These changes introduce up to eight weeks of paid leave for employees who experience a miscarriage.
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Guide Legal Updates
India Labour Codes
On 21 November 2025, India introduced key changes to their labour laws, replacing 29 central statutes with four new Labour Codes.
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Article Legal Updates
Egypt: Updated Labour Laws
With effect from 1 September 2025, changes to Egypt's Labour Law have come into force. With the new Labour Law also comes the operation of specialised labour courts from 1 October 2025, aimed at expediting labour dispute resolutions.
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Article Legal Updates
Norway: Statutory Retirement Age Raised to 72
Norway has made an amendment to the Working Environment Act, removing the ability for employers to set internal company-specific retirement age limits below the general statutory age of 72.
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Article Legal Updates
Germany: Changes to the Maternity Protection Act
With effect from 1 June 2025, changes to Germany's Maternity Protection Act (MPA) have come into force. These changes introduce up to eight weeks of paid leave for employees who experience a miscarriage.
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Article Legal Updates
Spain: Amendments to employment termination for permanent incapacity
Employment contracts can no longer be automatically terminated solely due to an employee being declared permanently incapacitated. Instead, employers must first explore maintaining employment through reasonable accommodations, a change driven by CJEU ruling upholding EU disability protections.
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