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As social media becomes an integral part of business life, we take a look at how international employers can develop and implement a workplace policy in the complex intersection between personal and business lives. Overview Facebook, LinkedIn, Twitter, Instagram, Pinterest – given its growth over the past decade, social media can no longer be avoided by any company. Businesses need to define their approach to…
In an increasingly integrated global economy, businesses and their employees progressively find themselves obliged to think and act in accordance with their company’s business strategy, which frequently transcends national borders. Businesses need to appreciate the complexity of the legal process in cross-border mergers and, in particular, the disparities and dissimilarities in local HR law, from jurisdiction to jurisdiction. Based on a case study, we describe…
When faced with the termination of key employees, the issue of non-compete covenants quite often is placed on the agenda. In this regard, one of the most commonly asked questions is how the scope of such agreements can be tailored to encompass as large an area as possible. We introduce the relevant guidelines, as held in a recent Court of Appeal ruling. What was the…
The Workplace Relations Act 2015 (“the Act”) came into effect on 1 October 2015 and is designed to dramatically reform the employment law landscape in Ireland. The objective of the Act is to deliver a world-class workplace relations service which is simple to use, independent, impartial and cost effective. New Structure The Act aims to simplify the complex employment dispute resolution system in Ireland. Up…
The so-called „Brussels Ibis Regulation“ has been in force for more than one year now and is still a relative unknown to many employers. We provide a brief overview on the background and impact of said regulation. What is the „Brussels Ibis Regulation“? The regulation (Regulation (EU) n°1215/2012 of 12 December 2012), applicable since 10 January 2015, pertains to the jurisdiction, recognition and enforcement of…
Consequences of reclassifying a CDD [fixed-term contract] as a CDI [permanent contract] In a ruling on 29 October 2015, the eighth chamber of the Labour Court of appeal judged that in a case of reclassification of a CDD [fixed term contract] as a CDI [permanent contract], the rupture of the working relationship resulting from the expiry of the CDD was attributable to the employer. For…