The governments of various jurisdictions in Canada have revised their labor laws in response to the coronavirus outbreak. This has been done to accommodate employees who cannot work because of the ongoing pandemic. This brief guide to COVID-19 leave laws in Canada gives an overview of the major changes in Canada’s Labor Code made by the federal government, and then goes on to highlight some significant changes made at the provincial level.
Force majeure clauses are commonly found in many different contracts and at its most basic level, creates an instance where neither party to the contract is held liable to honor the contract terms in the event of circumstance out of their control. With the current effects of the COVID-19 crisis, it is becoming apparent many signatories have not fully understood the terms of the force majeure clauses in their contracts.
COVID-19 has drastically changed the financial outlook of most countries around the world. Due to the restrictions and distancing guidelines in India, many individuals have been affected financially. This has prompted the government of India to lower deduction certificates and extend the relief until the end of June 2020. These considerations have created much relief for taxpayers in India as many were struggling to file their own taxes since many tax offices are shut down due to COVID-19.
COVID-19 has created a very real concern for a number of business owners worldwide. What happens if the business can’t fulfill the contractual obligations of their business agreements during this time? Singapore has recognized that a vast number of businesses are in this situation and have therefore provided temporary relief to individuals and businesses that are unable to fulfill the obligations of their current contracts specifically due to COVID-19 related reasons.
France is yet another country delaying their income tax filing and payment deadlines due to COVID-19. With the initial state of emergency in place until May 24th, 2020, there are now issues with the current tax filing deadlines. As has been observed in many other countries, the deadline has been extended for one month in France and will be re-evaluated at the end of May when the state of emergency is currently scheduled to be lifted. This concession has been made in order to give the general population additional time to get their affairs in order before they are required to pay their taxes.
The Hungarian Government introduced some significant changes to labor law effective as of January 1, 2020. The changes addressed key issues regarding employee welfare and job security. In this article, we address some of the major changes in the 2020 Hungary Labor Code.
The Belarus Government introduced significant changes in their 2020 labor code. Some significant highlights include legitimization of remote work, paternity leaves, relaxing of travel restrictions on working mothers, the extension of contracts, and more. Here are some of the main changes and what they mean for Belarus employers and employees.
The Republic of Panama is a place that is consistently thought of as a point of transit. Due to the geographical hosting of the Panama Canal, this place is rarely considered a destination, and instead commonly thought of as a pit-stop in a longer journey. However, with over 4 million permanent residents, a number of thriving industries (such as agriculture and importing/exporting), and the third largest GDP in Central America, Panama is a nation with a growing number of employers and investors from around the world. If you are considering opening up a workplace in Panama, there are a number of considerations to be made first.
Last year, major updates were made to the Employee Relations Act in Fiji which increased the benefits received by employees through the implementation of Family Care Leave and an increase in Parental Leave and Maternity Leave. On the other hand, employers have also begun to take a hardened stand against employment unions in the country.
Across Canada, most non-essential businesses have faced immense pressure to shut down their operations and this has created a number of issues with regard to temporary layoffs or furloughs across the country. In Canada, an employer does not have the right to temporarily lay off an employee unless it has been expressly agreed to in a contract. This has left many operations in jeopardy due to the fact that they have no work available for their employees, but they also don’t have the legal rights to temporarily layoff their workers.