At the beginning of this year, we asked the partners across our global Labour & Employment practice to identify the key employment law topics for 2024 in their particular jurisdiction. Six months on, we thought it would be useful to provide a “midyear update”, as we are aware that in certain jurisdictions there have been legislative and/or political developments that mean there are new issues for companies to be aware of.
As per our January update, employers should note that, while some of the changes flagged are not due to come into force within the next 12 months, this does not mean that these matters can wait to be considered another day. Companies will need to have strategies in place for dealing with these changes and, particularly in relation to those legislative changes that include reporting requirements, will also need a plan for gathering and reporting on the relevant data and may need to recruit additional staff for these purposes. Budget requests for any such new staff and technology required will need to go in sooner rather than later and so on. Suffice it to say, if these issues are not already on your agenda for 2024, then they should be.
