Regulatory updates
for Global Employers

The Omani Ministry of Labour has recently issued Ministerial Decision No. 317/2025, requiring private sector employers to grant annual salary increases to Omani employees based on performance ratings. Increases range from 5% for “Excellent” ratings to 2% for “Acceptable,” with no increment for “Weak” ratings, and employees must complete six months of service to qualify.

Non-compliance may result in penalties of OMR 50 per affected employee, with implementation beginning from 1 January 2026.

Oman’s Ministry of Commerce, Industry and Investment Promotion has issued Ministerial Decision No. 411/2025, requiring all foreign-owned companies to employ at least one Omani national within their first year of operation. Existing foreign companies must comply within six months, with compliance triggered by registration renewal or work permit activity. The rule aims to promote national employment and increase Omani participation in the private sector.

Croatia’s government published Regulation No. 1931 in Official Gazette No. 132/2025, increasing the gross monthly minimum wage to €1,050 effective 1 January 2026. The regulation, issued on 24 October 2025, replaces the previous rate of €970 for 2025 and applies nationwide. The Ministry of Labour confirmed that the minimum wage is reviewed and set annually by the government each October.

The Mexican government plans to introduce a bill in November 2025 to amend the Federal Labor Law and reduce the standard work week from 48 to 40 hours. The proposal aims to improve work-life balance and will be implemented gradually, starting in May 2026. The reform represents a significant update to national labor standards overseen by the Ministry of Labor and Social Welfare.

On 20 October 2025, the government of British Columbia introduced Bill 30, the Employment Standards (Serious Illness or Injury Leave) Amendment Act, 2025. The proposal would allow eligible employees to take up to 27 weeks of unpaid, job-protected leave within a 52-week period if they are unable to work due to a serious personal injury or illness. The amendment would align provincial employment standards with similar protections in other Canadian jurisdictions and the federal Employment Insurance Sickness Benefits program.

Italy’s 2026 draft Budget Bill, approved on 18 October 2025, includes expanded tax incentives for employers hiring young people under 36 and women on permanent contracts. The proposal also enhances parental leave rights, increases pension benefits for low-income retirees, and extends income support for vulnerable workers. Measures promoting family welfare and employment flexibility are scheduled to begin in 2026, with funding for certain incentives available through 2035.

The UAE Ministry of Human Resources and Emiratisation has issued new guidance outlining seven categories of leave for private-sector employees, including annual, maternity, sick, study, parental, bereavement, and national service leave. The guidance confirms entitlements such as 30 days of paid annual leave, up to 90 days of sick leave, and 60 days of maternity leave, as well as clarifies wage payment rules and public holiday compensation. It also details end-of-service benefit calculations for expatriate employees based on years of service and final basic wage.

The Brazilian Ministry of Social Security (MPS) and the National Institute of Social Security (INSS) issued Portaria Conjunta MPS/INSS nº 72/2025 on 16 October 2025, revising the conditions under which temporary disability benefits can be granted without a medical examination. The update limits the cumulative duration of benefits approved through documentary review to a maximum of 60 days, even if non-consecutive. This measure standardizes benefit review procedures and clarifies the use of non-medical assessments in processing claims.

Brazil’s National Congress is reviewing a proposal to extend paternity leave from the current five days to up to 30 days, with phased implementation between 2027 and 2031. The measure would shift payment responsibility for the additional days to the National Social Security Institute (INSS), aligning paternity benefits with the model used for maternity leave. The proposal aims to promote parental involvement while reducing costs for employers and maintaining job protection during and after the leave period.

A new Polish law signed on 15 October 2025 will expand the definition of length of service to include self-employment, mandate contracts, agency agreements, and other non-standard work arrangements. The law takes effect on 1 January 2026 and will allow such periods to be recognized when calculating employment-related entitlements. Only periods with paid social security contributions will count toward service length.