全球快照——2026年就业法热点话题：年中更新

Hot employment law topics for 2026: Labour & Employment We know that for many of our clients and contacts with a multijurisdictional mandate, horizon-scanning and trend spotting is critical to allow for forward With this in mind, at the start of this year, we asked the partners across our global Labour & Employment Practice to identify the key employment law topics for 2026 in their respectivejurisdictions. Six months on, we thought it would be useful to provide a “midyear update”, as we are aware that, in certain jurisdictions, there have been further legislative developments,which mean there are new issues for businesses to be aware of. We also wanted to share some of the global employment law trends and themes we have been discussing in our recent Key trends and themes: 2026 midyear update “Change” New pay transparency obligations Pay equity and pay transparency continue to be global hot topics in 2026. Inthe US, approximately 25 US states or local jurisdictions have now enacted paytransparency laws, and all eyes have been on Europe in recent months as theyapproached the 7 June deadline for implementing the Pay Transparency Directive.In the end, only a very small number of countries achieved this. The lack of localimplementing legislation has made things more difficult for employers but, as we As can be seen from the “at a glance” table on pages 3 and 4, a key theme for2026 continues to be “change”, with many of the jurisdictions covered in this guideintroducing local legislation on a variety of different issues this year. Although thereappears to be a real “mixed bag” of new legislation, it is notable that many of thelegislative changes will mean improved rights for workers and greater obligationsfor employers, with the potential downside risks of legal liability for the employer, Increasing use of AI by employees when raisingcomplaints From speaking to clients, no matter where in the world they are based, we knowthat many of them are witnessing the increased use of AI by employees to draftgrievances/complaints/claims. The “telltale” signs are all there. While AI can be ahelpful tool, allowing employees to frame their concerns more clearly, it seems thatin practice, it is often leading to lengthier, more complex – but not necessarily moreaccurate – complaints, and often a more rigid outlook from employees when it Global compliance challenges The importance of workplace culture Regulatory compliance is becoming more complex. It has always been difficult toimplement a unified set of policies/practices across the globe, but the fragmentedand complex employment law position in different jurisdictions is making thiseven more challenging. At the same time, employees are increasingly comparingthemselves to their counterparts in different parts of the world and, in some cases,pointing to their pay, benefits, etc. to try and improve their own employment Businesses are also continuing to navigate the challenges (and opportunities)that arise from having multiple generations of workers in the same workplace.There are often clear differences between generations in terms of their attitudes,expectations and behaviours. Among younger workers, we are continuing to seeheightened expectations around working hours (in particular work-life balanceand hybrid working), dignity at work, transparency and authenticity, as well as a Our Employment Law Worldview blog aims to interest and educate, to stimulatediscussion, to provoke and sometimes just to amuse. Through contributions from our ownlabour and employment lawyers, along with occasional guest writers, it provides a unique Global Edge is our award-winning subscription-based product that gives instant accessto the latest global employment law developments in 39 countries, direct to a mobiledevice or desktop. It is an invaluable tool for in-house counsel and HR professionalsin global organisations, providing up to date, clear guidance on 29 key employment At a glance: Hot employment law topics for 2026 (midyear update) The headlines are highlighted below. More detail can be found in the fuller commentaries specific to each jurisdiction – simply click on the relevant flag for Hot topics for 2026 Australia •Annualised salaries and setoff– On 5 September 2025, the Federal Court of Australia handed down a decision against two leading supermarket retailers, which held thatpayments made to an employee in one pay period that exceed an employer’s minimum payment obligations could not be used to discharge minimum payment obligationsin another pay period (i.e. setoffs could only occur within the same pay period). This means that an employee must be paid their minimum entitlements under an applicableindustrial instrument in full in each pay period, and any shortfall in a pay period must be topped up by the employer, even if the employee’s annual salary is sufficient to cover theirentitlements at law over the course of a year. The court also clarified what will be co