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In the fast-paced, ever-changing world of data, privacy and cyber, staying ahead of the curve is crucial. With developments in AI, online safety, tracking technologies and international data transfers, organisations in the EU and UK face an increasingly complex landscape. Following Data Protection Day last month, our UK firm has identified ten key themes they believe will significantly impact businesses in the year ahead. 1….
In our recent article exploring key global employment law trends for 2026, we identified ‘landmark labour reform’ as a defining theme for the year ahead. The UK was a key example of a jurisdiction undergoing such change and so below, we examine in more detail the developments that are anticipated this year. The Employment Rights Act (the ‘Act’), described as the biggest overhaul of employment rights in…
Irish employment law continued to evolve through 2025, with legislative movement across pay transparency, pensions, equality, and AI governance, alongside active adjudication before the Workplace Relations Commission (WRC) and the Courts that will shape risk and practice into 2026. We set out the key developments employers need to track for the year ahead and beyond. New action plan for collective bargaining On 5 November 2025,…
In response to a question posed by a Member of Parliament (MEP) back in October, and against a backdrop of uneven progress on national implementation, the European Commission has confirmed that it expects all Member States to transpose the Directive by the deadline of June 2026. The MEP’s question and the Commission’s response On 18 December 2025, the Commission provided its written answer to an MEP’s priority question made on 29 October 2025. The…
In December 2025, Poland cemented its position as the front-runner in the race to implement the EU Pay Transparency Directive, with new legislation coming into force and a comprehensive draft bill being published. Together, they seek to comprehensively transpose the provisions of the Directive. We examine the details below. December 2025 was a busy month in Poland on the pay transparency front with the country taking significant steps toward implementing the EU Pay…
The year 2026 is set to be a pivotal one for global employment law, with sweeping labour reforms, new EU-wide pay transparency obligations, and continued progress on AI regulation all driving significant change in the world of work. In this update, we explore the key developments expected to define the next 12 months. Landmark labour reform This year is poised to bring sweeping labour law reforms…
Greece has enacted a new law that brings significant changes to the organisation of work. Key measures include the option for a four-day workweek, extended overtime, and a push towards digital modernisation. We explore the key reforms and the implications for employers. The changes have been introduced under Law 5239/2025, entitled ‘Fair Work for Everyone: Simplification of Legislation – Support for Workers – Protection in Practice – Pension…
On 19 November 2025, the European Commission published its Digital Omnibus proposal, an initiative aimed at streamlining and modernising the EU’s digital rulebook. Below, we take a deep dive into some of the data, e-privacy, cyber and AI changes proposed. In January 2025, the European Commission presented its so-called ‘competitiveness compass’, a “new roadmap to restore Europe’s dynamism and boost [its] economic growth.” As part…
Die EU hat die Europäische Betriebsratsrichtlinie (EBR-Richtlinie) umfassend reformiert und am 27. Oktober 2025 verabschiedet. Die reformierte Richtlinie soll die Wirksamkeit der Arbeitnehmerbeteiligung spürbar erhöhen. Mit der Annahme der EBR-Richtlinie im Oktober 2025 wurden Ausnahmeregelungen für Alt-Vereinbarungen abgeschafft, die Unternehmen seit den 1990er Jahren vor EBR-Verpflichtungen geschützt haben. Künftig gelten für alle länderübergreifend tätigen Unternehmen, die in den Geltungsbereich der EBR-Richtlinie fallen, ab Ende 2027 einheitliche…
The issue of whether an individual employed in one jurisdiction but working in another creates a taxable presence (a “permanent establishment” or “PE”) in the country in which the individual is working is a fundamental consideration for businesses. Below, we explore the new OECD guidance, together with some key takeaways for employers. The new guidance at a glance The OECD has issued updated commentary clarifying…