The European Union’s Transparent and Predictable Working Conditions Directive (TPWC) released in 2019 is quickly approaching its August 2 transposition deadline, by which date each Member State will have to pass legislation implementing its terms. In essence, the Directive seeks to modernize certain workplace policies by requiring employers to be more transparent and flexible with employees in a rapidly evolving workforce. It applies to and benefits every worker in the Union who has an employment contract or employment relationship as defined by law. What does this Directive entail and what do you need to do about it?

What Does the TPWC Entail?

In detail, the TPWC sets various obligations on the part of affected employers:

• 6-Month Cap on Probationary Periods: Six months is considered a “reasonable duration” that will prevent abuse of new workers and avoid atypical employment contracts
• Protection of Right to Work Multiple Jobs: Workers are allowed to have multiple jobs and will be protected from adverse actions for seeking and accepting outside work. However, certain reasonable restrictions on such secondary or part-time work – such as those based on health and safety, confidentiality, protection of trade secrets, and conflicts of interest – can remain in effect.
• Minimum Levels of Predictability Regarding Employment Terms: Employees are entitled to complete information regarding their place of work, schedule/shifts, salary payments, and grounds for termination, within...

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