Regulatory updates
for Global Employers

Sweden has proposed a new Platform Work Act to implement the EU Platform Work Directive, introducing a presumption of employment where platform workers are subject to direction and control. The draft also includes transparency requirements for algorithmic management and automated decision-making affecting workers. The proposal is under consultation and intended to meet the EU implementation deadline of December 2026.

Several U.S. states including Oregon, the District of Columbia, Maryland (small employers), Nevada, and Connecticut, as well as major cities such as Chicago, Los Angeles, San Francisco, Denver, Berkeley, and Emeryville, have scheduled annual cost-of-living-indexed minimum wage increases effective 1 July 2026. These adjustments reflect statutory CPI indexation and mean higher local minimum wage obligations in affected jurisdictions while the federal rate remains USD 7.25. Employers with workers in these states and cities should anticipate revised wage tables effective from July 1, 2026.

The Ministry of Health has proposed raising the standard social assistance and social pension allowance from 500,000 VND to 600,000 VND per month, a 20% increase, to better align with current living costs. This adjustment aims to enhance support for social protection beneficiaries and is expected to take effect on July 1, 2026. Employers should anticipate potential impacts on payroll and benefits planning for employees eligible for these allowances.

Germany is set to implement the EU Pay Transparency Directive by 7 June 2026, introducing obligations for employers to disclose salary information in job postings and provide pay-related data to employees. The directive aims to enhance pay transparency and address the gender pay gap across the EU. Employers should prepare for compliance by reviewing and adjusting their pay structures and recruitment processes accordingly.

Effective 1 May 2026, South Africa's earnings threshold will rise from ZAR 261,748.45 to ZAR 269,600.90 per annum. This threshold determines the applicability of key provisions under the Basic Conditions of Employment Act, Labour Relations Act, and Employment Equity Act. Employers should review their workforce arrangements to ensure compliance with the updated threshold.

Turkey has enacted legislation increasing maternity leave from 16 to 24 weeks and paternity leave from 5 to 10 days. The law, published in the Official Gazette on April 29, 2026, takes immediate effect, allowing eligible employees to apply for extended leave. Employers should update their leave policies to comply with these new requirements.

The South African Minister of Employment and Labour has published proposed amendments to key labour laws, aiming to extend protections such as minimum wages and collective bargaining rights to platform workers. These changes could impact businesses utilizing digital labour platforms by redefining employer-employee relationships. Employers should monitor these developments to ensure compliance with evolving labour regulations.

The Dutch government has initiated a public consultation on a legislative proposal introducing tax incentives for employee share options in start-ups and scale-ups. The proposal includes deferring taxation to the actual sale of shares and reducing the taxable base to 65% of the benefit realized upon disposal. These measures aim to enhance the competitiveness of Dutch start-ups and scale-ups by facilitating talent attraction and retention.

The UK tax year commencing 6 April 2026 introduces several updates affecting employers. Notably, the National Minimum Wage increases across all age bands, with the National Living Wage for those aged 21 and over rising to £12.71 per hour. Additionally, the standard weekly rate for statutory family-related payments increases to £194.32, and Paternity Leave becomes a Day 1 employment right, removing the previous minimum service requirement.

Effective 6 April 2026, the UK will implement Bereaved Partner's Paternity Leave, granting eligible employees up to 52 weeks of unpaid leave if their partner, who is the child's mother or primary adopter, dies within the first year of the child's birth or adoption. This entitlement is available from the first day of employment and aims to support the surviving partner in assuming primary caregiving responsibilities. Employers should review and update their leave policies to accommodate this new statutory right.