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.

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.

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Norway – Additional conditions to be stated in employment contracts

From 1 July 2024, employers will be required to specify further conditions in new employment contracts. This is as a result of the EU Directive on transparent and predictable working conditions being transposed into Norwegian law.
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Article

Sweden – Transfer of parental benefit to other relatives

Currently, parental benefits are only available to, and can only be transferred between, parents in Sweden. Effective 1 July 2024, eligible parents will be entitled to transfer part of their parental benefit to other relatives. The transferee will then have the right to take the relevant period of leave from their employer, provided the required notice has been given (usually at least 2 months before the leave start date).
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Article

Netherlands – Employers’ obligation to report work-related mobility of employees

From 1 July 2024, certain employers in the Netherlands will be required to obtain and report annual data relating to their employees' commutes between home and work and business travel. This information must be reported to the Netherlands Enterprise Agency by 30 June 2025 at the latest, via a digital platform. This is part of the Government's commitment to reduce CO2 emissions of work-related mobility by 1.5 megatons by 2030.
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Singapore – Increased entitlement to paternity and childcare leave

What are the key changes? Government-paid paternity leave – This leave has increased from two to four weeks on a voluntary basis whereby employers who are prepared to grant the additional paid paternity leave will be reimbursed by the Government. To be eligible, the father must have a child who is: a) born or adopted
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