Last Thursday, the German Bundestag passed a bill to implement the Working Conditions Directive (EU) 2019/1152. The aim is to create more transparency and predictability of working conditions and to improve them overall. Previously, the bill had been heavily criticized by employers and associations, as well as legal literature – but without success. Now it is up to the German Bundesrat. If the Bundesrat does not have any objections, the new law will come into force as of 1 August 2022. Companies will then not have much time to implement the changes.
To prepare for this, we have summarized the most important changes that are to be expected under the current draft.
The bill expands the minimum content that must be regulated in the employment contract in the future. Especially the procedure to be followed in the event of termination must be described. However, the level of detail is still unclear. The only thing that is clear is that reference must be made to the written form for notices of termination, the notice period, and the three-week period for legal actions for protection against dismissal. Prospectively, a reference to agreed rest breaks, rest periods and shift work must also be made. If these and other minimum contents are not regulated in the employment contract, they must be...
Delhi Police has rejected allegations that Congress leader Deepender Hooda or any other politician has been placed under house arrest, describing the reports as misleading and baseless. The police...