APAC Employment Law Handbooks: Now Available

We are pleased to announce the launch of our Asia Pacific (APAC) employment law handbook and country guides.

Now more than ever, it’s vital to understand the current legal and regulatory landscape to help you navigate local employment law and HR issues. In our handbooks, we:

  • Explore key employment laws across APAC
  • Provide practical insights for navigating the regions diverse employment landscape
  • Enable you to operate more efficiently by saving you time researching laws and guiding you to make informed decisions to benefit your business

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Use the form below to choose your preferred handbook(s) across 15 APAC countries: Australia, Cambodia, China, Hong Kong, India, Indonesia, Japan, Malaysia, New Zealand, Philippines, Singapore, South Korea, Taiwan, Thailand or Vietnam.


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Resource Centre

Article

Austria – Changes to remote working – adoption of the Teleworking Act

TECH-ENABLED EMPLOYMENT LAW SUPPORT Putting Legal and HR teams in control Access global employment law support through our bespoke self-service portal. FIND OUT MORE
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Resource

Navigating labour, employment and executive compensation challenges in global M&A

The digital session covered: Due diligence issues relating to worker status, work councils, PEO/EOR arrangements, contracted benefits, and transfer mechanisms.  Executive compensation and benefit matters relating to share plans, share options, phantom equity plans, and cash bonuses.  The range of deal issues employers may face throughout the transaction lifecycle.      Key speakers Dominic Wrench, Managing
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Article

UK – New duty to prevent sexual harassment in the workplace

What is ‘reasonable’ will depend, partly, on an employer’s size and resources, and the nature of the workplace. Failure to take active measures could result in increased (up to a 25% uplift) compensation for a sexual harassment claim and/or direct enforcement action by the Equalities and Human Rights Commission. What should employers do now? Employers
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UK – Paternity Leave (Bereavement) Act 2024 passed into law

How does the Act change the law? Under the current law, statutory paternity leave lasts up to two weeks and the employee must  (1) have been continuously employed for 26 weeks by the qualifying date (which is around the 26th week of pregnancy in birth or surrogacy cases, and the week when they are matched
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