News Alerts

A new “right to disconnect” for French employees (France)

Since January 1st 2017, French employers are required to guarantee their employees a “right to disconnect” from technology during off-duty hours and holidays. The goal of this new law is to tackle the overuse of digital devices which is deemed detrimental to the...

Worker Misclassification: An Innangard Report on Employee Status

We are pleased to announce the next in our series of reports on important and complex employment law issues across a range of different jurisdictions. This month we tackle the subject of worker classification in Australia, England, France, Ireland, Italy, Germany, the...

Restrictive Covenants Report

We are pleased to announce the first in our series of reports on important and complex employment law issues across a range of different jurisdictions. This month we tackle the subject of restrictive covenants in Australia, England, France, Ireland, Italy, the Netherlands, Portugal and Spain. Our Member Firms in each of the jurisdictions consider issues

Leading Portuguese Law Firm Joins Innangard Global Employment Law Alliance

We are delighted to welcome our employment law colleagues at top ranked Portuguese law firm PLMJ as new members of Innangard, our alliance of leading employment law specialists from around the world. PLMJ is one of the largest law firms in Portugal and its employment law practice is made up of one of the largest

Adverse action claim fails but lack of written agreement bites employer (Australia)

A general manager who was dismissed for serious misconduct for making disparaging comments about the company’s directors during a potential transfer of business recently failed in his general protections claim under the Fair Work Act 2009 (Cth) (“FW Act”). The employee did however succeed in his argument that the termination for serious misconduct was a

French Supreme Court holds that documents drafted in English and relating to variable compensation are binding on American employees working in France (France)

According to the French Labor Code, any document containing obligations for an employee, or provisions which are necessary for the performance of work, must be drafted in French. Documents drafted in a foreign language are not binding on French employees; however a French employee can refer to them when he deems appropriate. By way of

Schrems, the Demise of Safe Harbor and the Rise of the Privacy Shield (Ireland)

Typically, when Irish businesses sought to transfer employee personal data to US based entities, compliance was usually granted provided the US entity was signed up to a “Safe Harbour” agreement. These agreements stated that the US companies storing customer data could self-certify that they adhered to 7 principles, in order to comply with the EU

Secondment of Personnel Between Group Companies (Italy)

Italian Labour law includes some very specific rules addressing the secondment of employees between employers. One particular aspect of secondments recently gave rise to a query sent by the main Italian employers’ association, Confindustria, to the Labour Ministry: namely the secondment of workers between group companies. The issue which the Labour Ministry was asked to

Shared parental leave is 'significantly underutilised' in UK, shows new study #ukemplaw https://t.co/s3tFL5Dami
@Innangardglobal
Employers back increasing auto-enrolment contributions, survey shows #ukemplaw https://t.co/zITPOLLJ8O
@Innangardglobal
RT @CMMurrayLLP: Privacy Prevails (kind of…): European Court of Human Rights backs employee over workplace monitoring #ukemplaw https://t.c
@Innangardglobal
UK employers raise pay as Brexit skills shortage bites, survey shows #ukemplaw #brexit https://t.co/HPN7Z6nSQX
@Innangardglobal

The members of Innangard are separate and independent law firms based around the world and there is no legal relationship between the firms or with Innangard. No Innangard member firm is responsible for the professional services performed by any other member firm. Innangard itself is not a partnership and does not provide any professional services, either in its own name or otherwise.

© 2017 Innangard Global