International HR and Employment Law Training

Ensuring you remain one step ahead

Whether your business operates across borders with multiple international offices or is venturing overseas for the first time, our international HR and employment law training will equip you with the key knowledge to navigate the complexities of managing a global workforce.

Country-specific training tailored to your business needs

Our global employment law training empowers legal professionals and HR teams by offering valuable insights and guidance on how to apply the law to tricky people issues in practice and across your global workforce. We cover a wide range of topics that matter the most to international business, including:

  • Managing people globally – from a legal perspective
  • Handling performance-related issues on a global scale
  • Global anti-bullying and harassment
  • How to conduct multi-jurisdictional/overseas employment investigations
  • International reduction in force

We also offer

Employment law 101

A summary of the main employment laws in the jurisdictions that matter to your business (such as those relating to termination, disciplinary action and performance management), including practical advice on how to manage tricky people issues in that country and the key problems to look out for.

Legal update sessions

Insights into the latest legal developments in specific countries, the impact these might have on your HR operations and recommended action steps to address these developments.

If anything isn’t listed above, please get in touch and speak to a member of the team as we can offer a bespoke programme to fit your requirements.

How is the training delivered?

Our training is usually delivered online, but we can also run courses in person at your offices if preferred. As part of the training, we will record videos of the sessions for your business, so that they are available on demand to help educate and inform your existing or new staff members.

Course Leads

Scott Glacken - MDR ONE

Scott Glacken
Partner

Katie Allen - MDR ONE

Katie Allen
Managing Associate

Request a brochure

Download our international HR and employment law training brochure to discover more information about the course, your training options and how we can support your global or expanding business.

Register your interest

To enquire about our international HR and employment law training, please register your interest.

Training

Resource Centre

Sunflower
Article

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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Article

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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