INTERNATIONAL LABOUR LAW NETWORK (ILLN)’s Post

🔔 📖 My latest article from the European Labour Law journal on effective enforcement of 🇪🇺 Labour law is now available in open access: https://lnkd.in/es3fG2Xx

⚖️ Big changes are here for Indonesian labour law! The Constitutional Court's recent ruling has redefined hiring priorities, fixed-term employment, outsourcing, and more. Employers need to act now to ensure compliance and protect their workforce. 📖 Read our latest blog for a full breakdown of these changes and practical insights on what they mean for your business.

What is Unfair Labour Practices in the Workplace? Unfair labour practices refers to a conduct moreoften by employers that violates the rights and protections afforded by labour laws, particularly the Labour Relations Act (LRA) and the Basic Conditions of Employment Act (BCEA). Section 186(2) of the Labour Relation Act stipulates the examples of Unfair Labour Practices: 📌Unfair Demotion 📌Unfair dismissal 📌Victimization 📌Unfair discrimination 📌Unfair working conditions 📌 Unfair treatment in relation to benefits, training, or promotion. What to do if you are facing Unfair Labour Practices in the workplace? ♠️Document the incidents: Keep a record of events, dates, times, and have sufficient details. ♠️Report to your Manager, Human Resource (HR) or Supervisor: Inform them about the issue, providing evidence, and thereafter file a grievance by submitting a formal complaint to your employer, following the correct company guidelines. ♠️Approach the CCMA: If the complaint or grievance is unresolved, refer the matter to the CCMA for conciliation and Arbitration within the period stipulated in the Labour Relation Act (LRA) . ♠️Appoint Legal Representative: It is always advisable to appoint a representative in such matters for proper legal advice and representation,it can either be Legal Practitioner or your Union official. ♠️However, one thing to consider is that: In the CCMA an application for legal representation, particularly by a Legal Practitioner must be made and the Commissioner may upon his/her discretion dismiss or uphold the application. 🔑Be kept informed, and know when to take action. 💫@Mudau M Attorneys⚖️ we continue to prioritize our clients' interests by being a voice to what legally matters to them through litigation, arbitration and more... #LabourLaw #UnfairLabourPractices #AppointAnAttorney⚖️ #Attorney@Law👩🏽⚖️ #TheNobleProfession🤝🏽

Britain's new tipping regulation is a game-changer, striking a balance that benefits the State, employers, and workers while truly capturing the essence of service work. In my latest blog, I explore the advantages of this regulation, delving into the history of tipping in Britain and arguing that its model holds promise not just for tips, but for the regulation of service work as a whole.

Labour Law Isn’t Static. Your Approach Shouldn’t Be Either. As courts redefine boundaries, your ability to negotiate and apply these changes is crucial to maintain a positive workplace and avoid the eye watering costs of disputes. The end of year season brings its own set of people challenges. That’s why we’re offering the “Year-End Challenges for Employers” webinar, part of our No-Nonsense Labour Law training series. 📅 Join our FREE webinar on October 30! We’ll explore how to tackle year-end HR challenges, including: •⁠ ⁠Absenteeism •⁠ ⁠Bonus Expectations •⁠ ⁠Year-End Events •⁠ ⁠Company Culture Our focus is on practical solutions that prioritise prevention over reaction. Move beyond the “tick-box” mentality and towards fostering genuine leadership and positive workplace relationships. What You’ll Learn: •⁠ ⁠Real-world headaches and how to handle them practically in your workplace – today! •⁠ ⁠Strategies to ensure the law remains your last resort, not your first. •⁠ ⁠Plus, you will receive our Free Guide to Handling Absenteeism and Abscondment Bonus Offer! All webinar attendees will receive a 15% discount on our upcoming Non-Nonsense Labour Law workshop. 🔗 Spaces are limited—Register Now! Click the link in the comments to secure your spot. #HR #LabourLaw #Webinar #YearEndManagement #Leadership #WorkplaceCulture #absenteeism #bonus

Milena Jaksic Papac, President of the FIC Serbia Human Resources Committee (Karanovic & Partners o.a.d.) Among the numerous recommendations for improving the labour legislation framework that are presented in the FIC White Book, we highlight the need for amendments to the Labour Law to allow the electronic signing of documents.  #LabourLegislation #Legislative #HumanResources #FICGuide2024 #FICSerbia

Recent labour case law offers crucial insights for employers grappling with managing their workforce, as exemplified by Ngobeni v Interspray Durban [2024] JS739-18 (LC) and SARS v CCMA [2024] JR2223-20 (LC). Ngobeni underscores the significance of open communication, clear contracts, and procedural fairness in addressing employee grievances and navigating unprotected strikes. SARS v CCMA highlights the importance of consistency in disciplinary actions, accountability for misconduct, and accurate assessment of charges. These cases underscore the necessity for employers to adhere to established procedures, maintain consistency in outcomes, and ensure fairness in their disciplinary measures, providing invaluable guidance in navigating the complexities of labour relations and legal obligations within the workplace. https://lnkd.in/dyHsTTcq Article By Carl Ranger Head of Training at Consolidated Employers Organisation (CEO SA) SA Labour Guide #ceosa #labourlaw #misconduct #procedures #labourrelations

Having individuals who are capable and experienced in Employee & Labour Relations is critical for any business. Understanding the complexity and need for procedural and substantive fairness is what makes or breaks your case. The objective is always to be fair and to consider all facts, then you have to ensure that you know what process to follow. "The lessons drawn from this case highlight the need to foster a workplace environment characterised by mutual respect, fairness, and legal compliance. In addition, staying informed and proactive is not merely advisable; it is essential for the health and success of any business." Having a team of skilled individuals in the workplace that can aim to achieve this is priceless. #fairness #communication #labourlaw

New on the UK Labour Law blog: Einat Albin argues that the newly adopted Employment (Allocation of Tips) Act 2023, which came into force on 1 October 2024, is successful 'not only in regulating tips but also in capturing the essence of service work that entails a worker-employer-customer triangle,' representing a promising model for the broader regulation of service work https://lnkd.in/e7whpDFB

Stay up to date on Nordic employment law with updates on news and trends from our lawyers across the Nordic region. Underneath, we are presenting a brief summary of some topics featured this month. Read the full bulletin for May here👉 https://lnkd.in/d2hY6Tmb ⚖️Denmark: The Ministry of Employment has issued a new guidance on the Danish Act on Anti-Discrimination which was last updated in 2019. The purpose of the guide is to provide a tool for employers to understand the act and the intentions behind it. ⚖️Finland: The Ombudsman for Equality instructs the labour parties to reassess their CBA’s and practices and also reminds employers that they are eventually liable that their practices are not discriminatory. ⚖️Norway: A decision about employees’ rights to holiday and holiday pay highlights the severe consequences that may follow if employees are reclassified, even in cases where there may be some consensus between the parties regarding such arrangement. ⚖️Sweden: The Swedish Association of Health Professionals rejected the mediators’ proposal for a new collective bargaining agreement.