Global legislative changes to look out for in 2024

Authors: Ronelle Barreto and Rocio Carracedo Lopez

There's no need to ask the Oracle of Delphi for predictions about upcoming changes to employment law worldwide. Here, our international editors, Ronelle Barreto and Rocio Carracedo Lopez, present shifts in the future legislative environment in 19 different countries at a glance.

The new year brings with it many legislative changes for UK employers, with new rights and obligations to consider for holiday entitlement for irregular hours workers and part-time workers, carer's leave, flexible working requests and the like. Similarly for global employers, 2024 is predicted to be a busy year in the HR legal sphere.

Navigating these changes can be a complex and challenging task as different countries have their own unique legal frameworks, political systems and cultural contexts. However, staying up to date with evolving laws and regulations is crucial to ensure compliance, mitigate risks and maintain harmonious relationships for organisations that have employees across borders. To assist with this, we highlight some proposed legislative changes across 2024 in different jurisdictions.

The table below is not an exhaustive list of all proposed legislation in those countries that are listed, it provides only a broad overview of the specific legislation mentioned (further details may be found in each XpertHR country guide). Also, as legislative processes differ considerably depending on where you are in the world, it is not always possible to predict the "expected date" (when the legislation may come into effect) with the same degree of accuracy in all jurisdictions.

This information is correct as of 1 January 2024.

COUNTRY	LEGISLATION	EXPECTED DATE
ARGENTINA	There are several proposed Bills that deal with future regulation of gender pay gap reporting obligations for companies with a certain number of employees (50, 200 or 250).	Not known.
AUSTRALIA	The maximum entitlement to parental leave pay will gradually increase by two weeks each year from 1 July 2024 to 1 July 2026, up to a maximum of 26 weeks.	The Bill has not yet been approved.
BRAZIL	Decree No. 11,795 regulates certain provisions of the Equal Pay Law, eg the biannual reports on wage transparency and action plans to mitigate inequality. Regulations have to be published before reports are required.	The Decree is already in force but the Ministry of Labour still has to define additional conditions.
CANADA	There are changes to the federal jurisdiction rules on termination of employment. The notice of termination (or pay in lieu of notice) owed to employees upon termination without cause will increase.	1 February 2024.
CHILE	Law no. 21,561 amends the Labour Code and will significantly change weekly working time and offer more flexible options to employees.	The Law will enter into force gradually from 26 April 2024, for a period of five years.
CHINA	There will be changes to rules on cross-border transfers of personal data, as a result of which a large number of multinational companies operating in China will no longer need to sign and file the Standard Contract.	Not known.
DENMARK	New rules will come into force that relate to parental leave for single parents and LGBT+ families. For LGBT+ families, up to four parents (two legal and the two social parents) can share a part of the parental leave.	1 January 2024.
FRANCE	The value-sharing bonus scheme has changed and is a permanent arrangement after several similar schemes applied temporarily at various times over 2018 to 2023.	1 January 2024.
GERMANY	The Act to Strengthen the Promotion of Training and Further Education will enable employers to benefit from further funding and financial reliefs to support training and further education of their employees.	1 April 2024.
INDIA	New codes dealing with wages, health and safety, industrial relations and social security legislation will consolidate and replace existing labour statutes.	The implementation date may be in 2024.
IRELAND	Employees with at least six months' service will be entitled to request remote working. Employers must consider such requests, taking into account their business needs, the employee's needs and a new code of practice.	A commencement order bringing the changes into effect is expected in early 2024.
MEXICO	A new Bill proposes reforming the Federal Labour Law to prohibit economic discrimination in the workplace based on gender, ethnicity, age, culture or any other discriminatory reason.	Not known.
NORWAY	A slew of legislative changes came into effect in the new year. These include a new approval scheme for temporary-work agencies, changes to the rules on harassment, and changes that strengthen employee rights.	1 January 2024.
PHILIPPINES	As an alternative to a 40-hour working week, private-sector employers may, either upon the request of employees or on a voluntary basis, implement a 35-hour working week arrangement. The terms must be mutually agreed.	Not known.
PUERTO RICO	The US Department of Labor has proposed an increase to the salary level of "exempt employees" in the US territories, including Puerto Rico, which has not been changed since 2004.	Not known (the due date for the change was previously stipulated as 7 November 2023).
ROMANIA	There is proposed legislation that will introduce new initiatives for making work and labour relations more flexible, including changes to contracts of employment, and allowing flexible ways of organising work.	Not known.
SINGAPORE	Workplace Fairness Legislation will prohibit workplace discrimination based on protected characteristics (eg age, nationality and language) and prevent any retaliatory action against those who report cases of discrimination or harassment.	The specific date of implementation is unknown but it is expected in 2024.
SOUTH AFRICA	The definition of a "designated" employer (relevant for employment equity legislation obligations) will be amended. Employers will qualify as a designated employer only if they employ 50+ employees. Turnover will not be relevant.	The effective date was 1 September 2023, but it will now come into effect "on a date to be proclaimed".
SPAIN	Employers with 50 employees or more will be required to have measures and resources to achieve equality for LGTBI people. These must include an action protocol for dealing with harassment or violence against LGTBI people.	Companies must have a plan in place before 2 March 2024. The content and scope of the measures will be specified in future legislation.