Resource Centre

Impacts – effective 1 April 2025 Key changes to childcare: Employees will be able to take childcare leave entitlement until their child completes their third year of primary school (currently it is only until the child starts primary school). Employees will be able to take time off in more situations (e.g. school closure, entrance /

Therefore, as the holy month of Ramadan approaches, it is essential for employers in the UAE to understand the changes in working hours and compliance requirements under UAE employment law. Reduced working hours during Ramadan Private-sector employees are entitled to a reduction of two working hours per day throughout Ramadan. This change applies to all

  Our key takeaways from this insightful discussion included:  First things first: Key actions to take swiftly post-completion will include payment and reporting obligations and any remedial action identified as necessary during the due diligence process as needing immediate attention. The integration and harmonisation will then be a journey often managed in phases. Talent and Headcount

Various amendments to Saudi labour laws will come into force on 18 February 2025 introducing a number of changes to employer responsibilities and employee rights.

Key impacts An employee can postpone their maternity leave for serious illness for up to 52 weeks while receiving treatment. Serious illness includes both physical and mental health problems that pose a serious risk to life or health, necessitating ongoing medical intervention. To postpone an employee must notify their employer in writing 2 weeks before

The digital session covered: Issues related to labour, employment and executive compensation and benefits matters (such as share plans, share options, phantom equity plans and cash bonuses), both internationally (in the UK and other key jurisdictions) and in the United States. We shared key insights and experience advising on the transaction process, focusing on how

New legislation in Ireland restricts "non-disclosure" clauses in settlement agreements concerning alleged workplace discrimination, victimisation, harassment, and sexual harassment.

What should employers do now? Employers should track employees’ birth dates to manage retirement ages and notifications accurately. Failure to do so could result in a deemed extension of the employment relationship beyond retirement. For further information on the upcoming changes and/or if you require any related support, please get in touch with a member