Work/Life - international employment news update

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Issue 105

Welcome to the latest edition of our international employment news update.

In this edition we look at:

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Balancing office attendance and flexible working: Amazon vs UK government perspectives

Office attendance versus flexible working: which is better? Amazon insists that employees should be in the office five days a week to boost collaboration and innovation, while the UK government champions flexible working for enhanced employee wellbeing and productivity. Studies offer mixed results: some show increased productivity from remote work but highlight communication challenges; others support office presence for real-time interaction. The optimal approach may vary by organisation, with hybrid models potentially offering a balanced solution.

Most Dutch employers support working from home, says association

Almost all Dutch employers allow their employees to work from home, with 70% not planning to increase office attendance, according to an AWVN (general employers' association) survey of over 350 members. Three-quarters expressed satisfaction with the current balance between remote and office-based work; approximately half of these employees regularly telecommute and go into the office roughly three days per week. AWVN further notes that while many find this setup satisfactory overall - highlighting challenges such as overcrowded offices on popular weekdays - it remains problematic among parents balancing daycare schedules against flexible working hours. Despite high approval ratings among most respondents - one-third consider encouraging more in-person attendance for increased social interaction but without making it mandatory.

Deloitte unveils comprehensive paid parenting leave policy

Deloitte has announced a new UK policy offering all parents 26 weeks of fully paid parenting leave, effective from 1 January 2025. This initiative consolidates maternity, paternity, and shared parental leaves into one unified policy. According to YouGov research commissioned by Deloitte, 87% of employees consider family leave a significant factor when choosing an employer. Additionally, 54% of working mothers believe that more parenting leave for their partners would help their career progression. Additionally, Deloitte will also provide paid time off for fertility treatments and extra leave for parents of children needing neonatal care. The emphasis is that these policies aim to promote gender equality and shared family responsibilities.

Harrods faces pressure over non-disclosure agreements

Lawyers for women allegedly assaulted by Mohamed Al Fayed are urging Harrods to disclose the number of NDAs signed during his ownership, claiming Fayed used them to silence victims. Despite Harrods' statement that it won't enforce these agreements, the total number remains unknown. Dino Nocivelli from Leigh Day highlights the need for transparency about Fayed's abuses. The Metropolitan Police are investigating new allegations, and campaigners push for a ban on NDAs in employment disputes. The Victims and Prisoners Act 2024 aims to protect victims' rights concerning NDAs but has yet to be implemented.

Supreme Court of the Netherlands rules early arrival counts as paid work hours

The Supreme Court has ruled that call centre employees must be compensated for being required to arrive at work ten minutes before their official starting time. The case originated when an employee sued his employer after being instructed to log into his computer ten minutes before his shift began so he could commence work at the start time. The employee argued this 'start-up time' should count as paid working hours. Both lower courts sided with the employee, resulting in the company owing him several hundred euros in back pay for periods between September 2016 and May 2021. Trade union FNV, which supported the employee legally, hailed this ruling as "a victory in our battle for fair compensation," according to FNV Chair Elly Heemskerk. She noted that this judgement could have broader implications for other employees and employers.

Spanish Supreme Court tightens unemployment subsidy requirements for over-52s

In Spain, the Supreme Court has recently ruled that to receive unemployment subsidies for individuals over fifty-two years old, it is mandatory to maintain continuous registration as a jobseeker from the moment their unemployment benefits expire, rather than starting at age 52. This allowance is aimed at supporting those actively seeking employment but unsuccessful before turning 52. Previous legislation required applicants to be at least 55 years old with no minimum duration of jobseeker registration upon reaching that age. The new requirements lower the eligibility age to 52 but add the condition of uninterrupted jobseeker registration until that age, thereby raising the criteria for accessing subsidies and prioritising unemployed individuals diligently seeking work.

Cross-industry strike: new French government under pressure over pension reform

Following the appointment of the new French Prime Minister, Michel Barnier, several unions have called for a general strike. The strike aims to secure higher wages, restore public services to meet social needs, and reconsider the retirement age increase (from 62 to 64 by 2030), which has been widely contested by unions since April 2023. Several sectors, including education, public transport, and radio, have already announced their participation in the strike.

Slovak Antimonopoly Office intensifies scrutiny on labour market anti-competitive agreements

The Slovak Antimonopoly Office has recently started to focus more on anti-competitive agreements in the labour market. The authority initiated its first administrative proceedings in May and subsequently published a guidance paper in late September. According to this guidance paper, the authority considers no-poach agreements and wage-fixing agreements between employers as particularly critical due to their potential to distort effective competition in the labour market, ultimately harming employees.

Hungarian workforce prioritises wages, but increasingly value wellbeing benefits

For Hungarian employees, wages are the primary motivational factor, but increasingly value is being placed on benefits that support physical, mental, and social wellbeing. HR expert Attila Katkics emphasises the need for employers to offer targeted benefits that enhance loyalty and satisfaction by focusing on home time, community involvement, and family health security. Importantly, employers must respond appropriately to attract talented applicants and retain top professionals.

New Polish Whistleblower Protection Act mandates comprehensive internal reporting procedures

Internal reporting procedures were implemented into workplaces under the new Whistleblower Protection Act, which came into force on 24 September. These procedures specified units responsible for receiving reports and taking follow-up actions. They addressed handling anonymous breach reports if agreed upon by employers. Additionally, they established structures for operating whistleblowing systems and ensured confidentiality and protection of whistleblower identities throughout the process. The procedures also mandated maintaining a register of applications and complying with GDPR obligations. Furthermore, they required selecting and training employees responsible for report processing promptly.