On 4 August 2021, the High Court overturned the Full Federal Court’s decision in Rossato (and the findings in Skene), holding that Mr Rossato was, in fact, a casual employee. The result is that Mr Rossato was found not to be entitled to any back payments. The decision represents a shift in how Courts have approached issues related to casual employment and provides employers with comfort in relation to casual employment arrangements.
On 19 July 2021, most COVID-19 related restrictions were lifted in England. However, the government cautioned against an immediate full return to the office, saying that it expects and recommends a gradual return over the summer, emphasizing employers’ obligations to ensure a safe place of work.
By means of Decree 493/21 published in the Official Gazette on 6 August 2021, a benefit of reduction of an employer’s social security contributions was established for the case of new hiring of personnel who participate, or have participated, in Educational, Vocational Training or Labor Intermediation Programs of the Ministry of Labor, Employment and Social Security.
Through Law No. 31246, published on 25 June 2021, Articles 49 and 60 of the Occupational Safety and Health Law, Act No. 29783 were amended. The amendment seeks to guarantee the welfare of the worker against communicable diseases inside and outside the workplace,
In the framework of the global pandemic caused by SARS-CoV-2, and given both the decrease of cases and the increase of vaccination in Argentina, through Decree 494/2021, the National Government has established new preventive measures applicable between 7 August and 1 October 2021, inclusive, attuned to those that were last implemented by means of Decree 413/2021.
The latest video in the United States: The Employer Rapport series, focuses on mandatory vaccinations in the workplace.
On 12 July the European Commission and the European External Actions Service (EEAS) published guidance on “due diligence for EU businesses to address the risk of forced labour in their operations and supply chains”. The non-binding guidance seeks to provide European companies with practical advice on the implementation of effective human rights due diligence practices to address forced labour risks in their supply chains.
The world of work after COVID-19 is not the same as before. The pandemic has triggered a change in employment law and created new challenges.
Pressure is mounting on US and multinational employers to require COVID-19 vaccines for employees, as the Delta variant spreads voraciously, spiking infections and hospitalizations across the country and forcing employers to once again shutter worksites or change their workplace safety protocols. But can (and should) employers mandate vaccination?
On 16 July 2021, the Order of the Ministry of Economy of Ukraine No. 913-21 approving the templates of employment agreements on home and distance work came into effect.