{"id":10113,"date":"2025-01-17T14:11:17","date_gmt":"2025-01-17T14:11:17","guid":{"rendered":"https:\/\/www.brightmine.com\/uk\/?post_type=resources&p=10113"},"modified":"2025-04-11T09:19:35","modified_gmt":"2025-04-11T09:19:35","slug":"global-legislative-changes-2025","status":"publish","type":"resources","link":"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/employment-law-updates\/global-legislative-changes-2025\/","title":{"rendered":"Global legislative changes to look out for in 2025"},"content":{"rendered":"\n
<\/span>\"Brightmine
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Global legislative changes to look out for in 2025<\/h1>\n\n\n\n

Our international editor Ronelle Barreto presents shifts in the future legislative landscape in 26 different countries – at a glance.<\/p>\n<\/div>\n<\/div>\n\n\n\n

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\"Brightmine<\/figure>\n<\/div>\n<\/div>\n<\/div><\/div>\n\n\n\n
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Published: 17 January 2025 | Ronelle Barreto<\/strong>, International Legal Editor<\/p>\n\n\n\n

This promises to be a busy year for HR teams in the UK as they prepare for the\u00a0changes contained in the Employment Rights Bill<\/a>, albeit most are unlikely to come into force before 2026. Likewise for\u00a0global employers<\/a>, 2025 will be a dynamic year in the HR compliance sphere.<\/p>\n\n\n\n

Different jurisdictions have their own unique political and legal systems. Keeping up to date with laws and regulations as they evolve can therefore be a challenging task, but it is nonetheless a crucial one in order to ensure that organisations with employees in multiple countries are compliant, mitigate risks and maintain good relationships across borders. To help with this, the table below lists some legislative changes expected to come into force in different jurisdictions across the year.<\/p>\n\n\n\n

Legislative processes differ considerably depending on the specific country, so it is not always possible to predict the “expected date” (i.e. when the legislation may come into effect) with the same degree of accuracy in all jurisdictions. Further details may be found in each\u00a0country guide<\/a>.<\/p>\n\n\n\n

Information correct as of 17 December 2024.<\/p>\n\n\n\n

Country<\/th>Proposed change to legislation<\/th>Expected date<\/th><\/tr><\/thead>
Australia<\/td>The maximum entitlement to\u00a0parental leave pay<\/strong>\u00a0will gradually increase by two weeks each year from 1 July 2024 to 1 July 2026, up to a maximum of 26 weeks.<\/td>Next increase on 1 July 2025.<\/td><\/tr>
Austria<\/td>The statutory home office provisions that apply for home working will also apply to\u00a0teleworking<\/strong>, i.e. where an employee regularly works at home and in other locations that do not belong to the company, such as coworking spaces and internet caf\u00e9s.<\/td>Expected in early 2025.<\/td><\/tr>
Brazil<\/td>New measures aim to regulate and define minimum working conditions for\u00a0self-employed workers operating through a platform, e.g. car drivers. By defining the\u00a0employment relationship<\/strong>\u00a0for these workers, these measures will potentially create a new category of worker.<\/td>Not known.<\/td><\/tr>
Bulgaria<\/td>Employees are required to have an official work book providing details of their employment history. Under new rules, work books will be known as\u00a0unified<\/strong>\u00a0electronic employment records<\/strong>\u00a0and will form part of a digital employment register.<\/td>1 June 2025.<\/td><\/tr>
Canada<\/td>There are changes impacting the federally regulated sectors. These include new protections for\u00a0gig workers<\/strong>, new employer policies limiting work-related communications after hours, and clarified entitlements to notice of termination or severance pay.<\/td>Expected in 2025.<\/td><\/tr>
Chile<\/td>Decree No. 44 outlines employer obligations for\u00a0managing professional and workplace risks<\/strong>\u00a0and establishes the rules for creating and operating joint health and safety committees.<\/td>1 February 2025.<\/td><\/tr>
China<\/td>There are changes to the statutory\u00a0retirement ages<\/strong>\u00a0for men and women (eg, for male employees and female employees whose original statutory retirement age was 60 and 55 years old, the retirement age will be delayed by one month every four months until it reaches the ages of 63 and 58, respectively), a gradual increase of the minimum contribution period for employees to receive their basic pension monthly (from 2030) and flexible early retirement options for qualifying individuals.<\/td>1 January 2025.<\/td><\/tr>
Czech Republic<\/td>Employees can\u00a0self-schedule their working hours<\/strong>\u00a0if there is a written agreement setting out the conditions and limits for the employee. Further measures will be introduced for cases of sickness and for entitlements to salary compensation.<\/td>1 January 2025.<\/td><\/tr>
Denmark<\/td>The Act on Accommodation of Employees will introduce new minimum requirements for the\u00a0accommodation<\/strong>\u00a0that employers provide to their employees<\/td>1 July 2025.<\/td><\/tr>
Finland<\/td>Local agreements allow for the derogation from some legal provisions with a collective agreement between national employers’ and employees’ associations. The changes extend similar possibilities to\u00a0company-specific agreements<\/strong>.<\/td>1 January 2025.<\/td><\/tr>
Germany<\/td>There are plans to introduce two weeks of\u00a0paid partner leave<\/strong>\u00a0for the second, non-birthing parent after the birth of a child. It is planned that the second parent should receive “partnership pay” from the employer.<\/td>Expected in 2025.<\/td><\/tr>
Hong Kong<\/td>There will be changes to\u00a0the definition of a continuous contract<\/strong>. The definition will be relaxed by using the aggregate working hours of four weeks and setting the four-week working hours threshold at 68 hours.<\/td>Not known.<\/td><\/tr>
India<\/td>New codes dealing with\u00a0wages<\/strong>,\u00a0health and safety<\/strong>,\u00a0industrial relations<\/strong>\u00a0and\u00a0social security<\/strong>\u00a0legislation will consolidate and replace existing labour statutes.<\/td>Not known.<\/td><\/tr>
Ireland<\/td>The requirement to publish\u00a0gender pay gap information<\/strong>\u00a0will be extended to employers with 50 to 149 employees in 2025.\u00a0<\/td>Expected in 2025.<\/td><\/tr>
Luxembourg<\/td>A new Bill amending the provisions in the Labour Code regulating\u00a0Sunday work<\/strong>\u00a0will result in changes to work patterns, eg the working hours on a Sunday will be extended for retail employees, while maintaining the current salary premiums for all hours worked on Sundays.<\/td>Not known.<\/td><\/tr>
Mexico<\/td>A Bill reforming the Federal Labour Law proposes that in work centres with 50+ employees at\u00a0least 5% of employees must be people with disabilities<\/strong>.<\/td>Not known.<\/td><\/tr>
Netherlands<\/td>A new Bill proposes providing\u00a0flexible workers<\/strong>\u00a0with greater certainty in terms of their income, work schedules and working conditions. \u00a0<\/td>Not known.<\/td><\/tr>
Norway<\/td>Currently employees no longer enjoy employment protection once they reach the age of 72, except where a\u00a0company-specific age limit<\/strong>\u00a0of 70 years applies. A proposal to remove this company-specific option will make the statutory age limit of 72 the standard.<\/td>Not known.<\/td><\/tr>
Philippines<\/td>As an alternative to a 40-hour working week, either at the request of employees or on a voluntary basis, private-sector employers will be able to implement a\u00a035-hour<\/strong>\u00a0working week<\/strong>\u00a0arrangement. The terms will need to be mutually agreed.<\/td>Not known.<\/td><\/tr>
Romania<\/td>Employees with children who are under 18 years old and who have disabilities will receive an eight-day\u00a0working from home or teleworking<\/strong>\u00a0allowance per month. Those with multiple children with disabilities will receive two extra days per month per child.<\/td>Not known.<\/td><\/tr>
Singapore<\/td>Eligible fathers will be entitled to four weeks of government-paid\u00a0paternity leave<\/strong>\u00a0when the additional two weeks of government-paid paternity leave that are currently available on a voluntary basis are made mandatory.<\/td>1 April 2025.<\/td><\/tr>
South Africa<\/td>A\u00a0remote working visa<\/strong>\u00a0will be introduced, allowing foreign employees to make South Africa their remote working destination of choice.<\/td>Not known.<\/td><\/tr>
Spain<\/td>There is a proposal to abolish\u00a0automatic contract terminations<\/strong>\u00a0due to total permanent\u00a0disability<\/strong>\u00a0when a worker is permanently disabled.<\/td>Expected early 2025.<\/td><\/tr>
Switzerland<\/td>The\u00a0retirement age for women<\/strong>\u00a0will increase by three months per year from 1 January 2025 until it reaches 65 in 2028. In 2025, it is 64 and three months.<\/td>1 January 2025.<\/td><\/tr>
UAE<\/td>Currently, only Dubai and Abu Dhabi employers have an obligation to provide employees with\u00a0health insurance coverage<\/strong>. This duty will now be extended to employers in the other Emirates, ie Sharjah, Ajman, Umm Al Quwain, Ras Al Khaimah and Fujairah.<\/td>Expected in early 2025.<\/td><\/tr>
UK<\/td>The Neonatal Care (Leave and Pay) Act will provide parents whose babies need neonatal care with up to 12 weeks’\u00a0neonatal care leave<\/strong>. This will be paid if the parent meets certain requirements.<\/td>The previous Government indicated that the new right would come into force in April 2025.<\/td><\/tr><\/tbody><\/table><\/figure>\n<\/div>\n\n\n\n
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About the author<\/h3>\n\n\n\n
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\"Ronelle<\/figure>\n<\/div>\n\n\n\n
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Ronelle (Elle) Barreto<\/strong>
International Legal Editor, Brightmine<\/p>\n\n\n\n

Elle focuses on editing the International country guides, collaborating with local lawyers to provide updates and insights into the legislation for different jurisdictions.<\/p>\n\n\n\n

Elle is a former practicing employment law attorney with over 20 years’ experience in the public, corporate and political sectors in both South Africa and the UK. Before joining Brightmine, she served as a litigation attorney, senior manager for KPMG’s employment law advisory practice, parliamentary researcher (labour and public enterprises) and HR manager. In addition to a legal career, Elle has more than five years’ experience in academic research focusing on trends in the legal framework around precarious forms of work.<\/p>\n\n\n\n

Elle holds a PhD in Business and Law (UK), Masters in Research in Business Management (UK), Masters in Employment Law (South Africa), Bachelor of Laws (LLB) (South Africa), and BA in Law and Industrial Psychology (South Africa).<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"

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