UK – The new Worker Protection Act

What’s new?

The Worker Protection (Amendment of Equality Act 2010) Act 2023 (the “Act”) recently achieved Royal Assent, and will come into force in October 2024. Under the Act, employers will be required to take reasonable steps to prevent their employees from being subject to sexual harassment whilst at work.

It is expected that the Equalities and Human Rights Commission (“EHRC”) will publish a code of practice containing guidance on how employers can comply with the new requirements.

What potential penalties could employers face?

Under the Act, if the Tribunal finds that the employer failed to take reasonable steps to prevent sexual harassment, any compensation awarded could be increased by up to 25%.

What should employers do now?

Employers should familiarise themselves with the new Act (and applicable EHRC guidance, once published) and take preparatory steps to ensure they are ready for its implementation next October, including reviewing and updating relevant employment policies, procedures, documentation and training programmes – particularly those relating to equal opportunities and bullying/harassment. If you need any support with this, or would like any further information, please get in touch with a member of the MDR ONE team.


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Czech Republic – Flexible amendments to the Labour Code

A draft bill regarding changes to the Labour Code in the Czech Republic has recently been published. The draft bill amends a range of significant provisions such as the probationary period, termination of employment, working time and pay. The amendment aims to increase flexibility in employment relationships and is anticipated to come into force in January 2025.

Singapore – New Tripartite Guidelines on Flexible Work Arrangements

What are FWAs? FWAs are work arrangements where employers and employees agree to a variation from the standard work arrangement. These can be categorised as follows: (i) flexi-place (for example, working from home); (ii) flexi-time (for example, flexible working hours); and (iii) flexi-load (for example, job sharing or part-time work). What procedure should be followed

Australia – Increase to paid parental leave

What are the key changes to paid parental leave? Effective 1 July 2024, eligible parents will be entitled to 22 weeks of paid parental leave in total, increasing each year by two weeks until it reaches 26 weeks on 1 July 2026. Effective 1 July 2025, the period of leave reserved for (and which must

Netherlands – Draft reforms to the non-competition clause

What are the main proposed changes? Duration – A maximum duration of twelve months post-termination will apply and therefore any clause entered into for more than twelve months would be considered void. Geographical scope – The geographical scope of the clause and motivation must be specified in the clause (i.e. the area or radius to