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At the request of the Oslo District Court, the European Free Trade Association Court has issued an advisory opinion on the interpretation of the European Economic Area Agreement as it relates to freedom to provide staffing services. The case concerns the question of whether Norwegian hiring rules are in line with EEA law. The background of the case is Norwegian legislative changes that restrict access to…
Die EU-Kommission will ESG-Berichtspflichten für Unternehmen in einer sogenannte Omnibus-Verordnung konsolidieren. Ziel soll sein, den administrativen Aufwand für Unternehmen in Bezug auf Nachhaltigkeitsangaben zu verringern. Dazu will sie sich überschneidende Berichtspflichten vereinheitlichen bzw. sogar abbauen. Das betrifft voraussichtlich insbesondere Pflichten aus der Nachhaltigkeitsberichterstattungsrichtlinie (CSRD), dem EU-Lieferkettengesetz (CSDDD) und der EU-Taxonomie-Verordnung. Nicht überall stößt dies auf Beifall. November 2024: Budapester Erklärung Im November 2024 fand in…
18 December 2024 is the UN’s International Migrants Day which shines a spotlight on the contributions of migrants around the world. Studies have shown that having a diverse workforce with employees of different cultural backgrounds and experiences fosters creativity and innovation, and can be hugely beneficial to employers. But how flexible are immigration routes, and do they allow an employer to quickly hire the people…
A recent amendment to Israel’s sexual harassment law expands the obligations of an employer under the law to cover employees of contractors providing services to the employer. The Law for the Prevention of Sexual Harassment is intended to address, among other issues, occurrences of sexual harassment in the workplace. Towards this goal, various obligations applying to employers are set out, including an obligation to establish…
Das Thema Homeoffice oder mobiles Arbeiten als flexible Arbeitsform ist aus der Realität vieler Unternehmen nicht mehr wegzudenken. Die damit verbundene Flexibilität bietet sowohl Arbeitnehmern als auch Arbeitgebern zahlreiche Vorteile, etwa eine bessere Work-Life-Balance oder reduzierte Betriebskosten. Auch können Arbeitgeber Talente aus einer größeren geografischen Region anwerben, ohne auf den Standort achten zu müssen (zu den Besonderheiten zum mobilen Arbeiten aus dem EU-Ausland, siehe unser…
With the EU’s AI Act coming into force imminently, those designing, developing, and/or deploying AI will need to start getting to grips with the myriad of new obligations, including new cyber security requirements. Among other cyber security requirements, the AI Act introduces a requirement for High Risk systems to be ‘resilient against attempts by unauthorised third parties to alter their use, outputs or performance by…
A recent judgment of the European Court of Justice (ECJ) sheds light on the question of whether a data controller can be exempted from liability for the error of a person acting under its authority. The General Data Protection Regulation (GDPR) provides that a controller or processor is exempt from liability for breaches of the GDPR if it proves that it is not in any…
While AI offers many advantages, employers must remain aware of the risks that a lack of supervision can generate. Avoiding discrimination Discrimination is one of the risks most feared by the intrusion of AI into decision-making processes, particularly in terms of recruitment and candidate selection. Failure to comply with non-discrimination rules exposes the employer to various risks, ranging from the invalidity of the decision in…
In France, actions taken by an employee in his or her personal life cannot generally be used by the employer to justify a disciplinary dismissal. Dismissal for personal speech or activity can only be justified if it constitutes a breach by the employee of an obligation arising from the employment contract. According to case law, a private conversation that is not intended to be made…
The EU ‘Brussels I-bis’ regulation designates which country’s court has jurisdiction in international situations. It contains specific procedural rules for employment disputes. These are fixed procedural rules, from which employer and employee may deviate only by mutual agreement. An employer may not deliberately circumvent the procedural rules to the detriment of the employee; if it does so, the consequences can be severe. This is demonstrated by a recent ruling by the…