Global menu

Our global pages

Close

Global labor law update

  • Switzerland

    02-03-2022

    The first edition of the quarterly "Global Employment and Labor Law Update" for 2022 informs you about new legal developments in the field of labor law in Europe, Asia, Africa, the Middle East and the USA across 33 jurisdictions.

    Globally, we continue to see ongoing pandemic-related developments, including in relation to vaccination and testing and new ways of working. However, there is the desire of governments to get “back to business” as we emerge from the pandemic, and other themes are developing in legislative reforms and proposals, including around transparency and fairness. For example, we see new laws around gender diversity in senior management and pay gap reporting, significant new data privacy laws and further regulation on the use of non-compete agreements.

    In Europe, new whistleblowing laws are likely to be a significant feature during the next quarter, as Member States continue to implement the EU Whistleblowing Directive. In addition, as the deadline approaches for the local implementation of the Directives on Transparent and Predictable Working Conditions and Work-life Balance, we see a number of jurisdictions continue to further regulate terms of employment and improve entitlements to family-related leave.

    Keeping up to date of new legal developments and maintaining visibility of those on the horizon continues to be critical for those planning and managing people strategies. Basing on the significant experience of our teams of lawyers around the world assisting clients with all aspects of employment law, this latest Update provides a summary of the key changes.

    Read the full article with the Swiss update of our two employment law experts Michel Verde and Patricia Meier with information about recent case law in the area of salary discrimination and short-time working compensation as well as on the new social security agreement with Bosnia-Herzogovina here.

    This information is for guidance purposes only and should not be regarded as a substitute for taking legal advice. Please refer to the full terms and conditions on our website.

    < Go back