European Employment Law Handbooks: Now Available

We are pleased to announce the launch of our European employment law handbooks for 2023/24.

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 Europe.
  • Provide practical insights for navigating the continent’s 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.

Select and download

Whilst many European employment laws are broadly similar, there are significant differences from country to country.

Use the form below to choose your preferred handbook for one of 12 European countries: Austria, Denmark, France, Germany, Italy, Netherlands, Norway, Poland, Spain, Sweden, Switzerland or the United Kingdom.

Download

To download your preferred handbook(s), please complete the form below.

Download

Resource Centre

Resource

Navigating labour, employment and executive compensation challenges in global M&A: Post-deal integration, harmonisation and incentives

  Our five key takeaways from this insightful discussion included:  Integration vs. Harmonisation: It’s important to distinguish between integration (uniting) and harmonisation (creating commonality) in post-closing processes. These should not be conflated, as they involve different strategies and considerations.  Talent Attraction and Retention: Developing a unified plan to attract and retain talent is crucial. This
View
abstract glass building
Article, Legal Updates

Saudi Arabia: Amendments to Labour Law – key changes

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.
View
Article

Updates to Ireland’s maternity protection – postponement of leave for serious health issues

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
View
Resource

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

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
View
I'm looking for advice


Subscribe to our mailings