A complex multi-jurisdictional project handled with ease

1m read
April 17, 2023

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.

Implementing sweeping changes to your global workforce is easier said than done – with a desire for worldwide consistency often clashing with the complex web of local legal nuance. Discover how the MDR ONE model delivered efficiencies for a major corporate restructuring involving 17 jurisdictions.

A complex multi-jurisdictional project handled with ease

Read our case study.

Resource Centre

China – Increased costs for employee severance, unfair dismissal claims and social insurance contributions

Whilst the central government usually requires minimum compensation figures to be increased at least once every two years, some cities chose not to increase the figure in recent years due to concerns around economic uncertainty, international trade tensions and higher levels of unemployment. However, many major cities have now opted to increase their average monthly

Sunflower

Poland – New regulations on transparent and predictable working conditions

The EU Directive on transparent and predictable working conditions has now been implemented into Polish legislation, effective from 26 April 2023. Some key provisions of the new laws that employers now need to comply with.

Ireland – New work life balance rights for employees

On 4 April, a new Act relating to work life balance rights for employees (called the Work Life Balance and Miscellaneous Provisions Bill 2022) was signed into law in Ireland, with the provisions expected to come into force over the next few months.

Ireland – New regulations on transparent and predictable working conditions

Probationary periods: Probationary periods are now limited to a duration of six months unless there are exceptional circumstances and an extension is in the interest of the employee, in which case the duration may be extended to a maximum of 12 months. Probationary periods can also be extended beyond six months if the employee is absent