Monitoring of local implementation by Member States (see our respective country updates), as some countries have missed the deadline or are in the process of finalising changes. Review existing standard terms and conditions of employment (including the provision of training, the use of exclusivity and trial conditions, how and when employees are notified in writing, and conditions for casual workers) and update paternity, parenting, caregiving and flexible work policies to ensure compliance. Employees must pay a statutory health insurance contribution on a monthly basis. The amount of this contribution is reduced according to a scale established by law on the basis of the monthly contribution base (for example, a reduced contribution of 2.37% applies to salaries between €1,000.01 and €1,800.00). The statutory contribution rate for health insurance remains unchanged (3.87%). The difference between the reduced premium amount and the Medicare premium rate must be funded by a payment from the federal government. The Court of Cassation has ruled that specific consultation in the event of a change in the economic or legal organisation of a company or in the event of restructuring and downsizing is not subject to prior compliance by the employer with the obligation to consult the social and economic committee on the company`s strategic orientations. The amendments to the Protection against Dismissal Act include important clarifications on objective grounds for dismissal. The two legal bases are always either dismissals or personal reasons, but there will be clarifications on the circumstances to be taken into account.
In addition, employees no longer have the right to remain in employment during the legal proceedings for the invalidity of a dismissal (the current rule stipulates that employees have the right to remain in employment, except in the case of dismissal without notice). Employers are required by law to offer permanent employment to temporary agency workers who have worked for the employer for more than 24 months in the same industry in the last 36 months, or to pay compensation (equal to twice the employee`s monthly salary) to the temporary worker. Permanent job offers must be submitted within one month from the date on which the temporary agency worker qualified for the offer. Our legal experts write articles on a variety of topics and hot topics almost daily. Since there are hundreds of them, please use the service or industry filters above to view items related to your areas of interest. The amendment means that individual agreements on reduced daily rates will be invalid from 1 July 2022. In order to introduce reduced daily rates in the future, information and consultation procedures must be carried out in accordance with the procedure laid down in the Labour Code of the Republic of Lithuania. If the daily rates are set by a local legal act, employees must confirm acceptance (by signature).
All disputes regarding outdated employment policies and contracts will be resolved in favour of the employee. This means that the employee can choose raisins between contractual and legal provisions to create the most advantageous position for himself. This can increase financial risk for employers and impede the proper management of employment issues. It also increases the risk of litigation. If you have any questions about our events, webinars or trainings, please send an email webinars@eversheds-sutherland.com The Minister of Employment and Labour has released a bill. The objective of the bill is to create the legal framework that regulates the employment of foreigners while ensuring their protection. The bill would allow the Minister of Labour to: We are pleased to invite you to our first series of legal update webinars for in-house counsel. We will do 20-minute updates with questions and answers on a range of topics. We understand what it takes to be internal. We know the pressures you face and the problems you face on a daily basis. These free events aim to give you the knowledge, news and networking opportunities that will help you in your roles.
They have proven to be very popular in the past, so please book early to avoid disappointment. Once regulations come into force, non-compliance can result in fines. In the case of labour audits, it may be established that the employer has not complied with the legal provisions relating to the granting of paternity leave to eligible employees in accordance with the applicable legal provisions.