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eAlerts Récentes

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  02/10/2024

  Hongrie

  Hungary begins implementation of EU AI Act with passage of Resolution

  The Hungarian government has issued Resolution 1301/2024. (IX. 30.), which establishes the foundation for creating the body responsible for implementing the tasks required by the EU AI Act. In issuing this resolution, Hungary has begun preparations for enforcing the regulation, which means that companies should now prepare for compliance by reviewing the AI systems they use, assessing these systems' alignment with the EU AI Act's requirements, and preparing the necessary risk management documentation to ensure transparency, accountability, and safety.Hungary’s new enforcement body will:Operate...

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  30/09/2024

  Afrique du Sud

  Bias in the code: How AI recruitment processes can land employers in hot water

  Artificial intelligence (“AI”) is transforming recruitment processes as we know it, offering speed and efficiency. But what happens when an AI platform perpetuates bias? This risk is not only theoretical. A recent case in the U.S. District Court for the Northern District of California highlights how AI can create significant legal challenges for global companies. In Mobley v Workday Inc., an AI hiring platform allegedly excluded certain groups of employees from job opportunities, raising a red flag about how fair and neutral an AI hiring platform can be.Mobley v Workday Inc.Derek Mobley,...

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  26/09/2024

  United Kingdom

  Duty to prevent sexual harassment of workers: final guidance published

  The Equality and Human Rights Commission (EHRC) has published the final version of its updated technical guidance (the Final Guidance) to support employers in complying with the new duty to prevent sexual harassment. The Final Guidance has been published one month ahead of the new duty coming into force on 26 October 2024.Changes have been made to the EHRC’s draft guidance which was published for consultation in summer 2024. For further information, see our Law-Now New duty to prevent sexual harassment in the workplace: EHRC published updated guidance for consultation.Overall, the Final Guidance...

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  23/09/2024

  République Tchèque

  Additional pay for overtime work for part-time employees in the light of the recent ruling of the Court of Justice of the EU

  GB CZ

  IntroductionThe Court of Justice of the EU has delivered a significant ruling on the equal treatment of part-time and full-time employees. The issue brought before the Court was whether providing additional pay for overtime work to part-time employees only for hours worked beyond the standard working hours set for full-time employees might constitute unfair treatment and indirect discrimination. Current Czech legislation does not comply with the ruling of the Court of Justice. Read on to learn more and find out the possible impact of the ruling on Czech employment relationships.The Czech Labour...

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  17/09/2024

  United Kingdom

  All change? Tipping and predictable working

  For many employers, particularly in the retail and hospitality sectors, the Government has offered a welcome reprieve to the introduction of rights to predictable working patterns that were due to come into force in September 2024, saying those rights will not be taken forward at least in their current form. However, the new rules on ‘tipping’ will come into force in October 2024 as expected.Allocation of tipsFrom 1 October 2024, employers will be required under the Employment (Allocation of Tips) Act 2023 to ensure that tips, gratuities and service charges are passed on to their workers...

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  28/08/2024

  United Kingdom

  When does workplace banter amount to sexual harassment?

  Understanding what amounts to workplace sexual harassment is crucial, and even more so once the new duty to prevent sexual harassment comes into force on 26 October this year.A recent employment tribunal decision makes it clear that a wide range of conduct, including what some may perceive to be “harmless” workplace banter, can amount to sexual harassment. We already knew that talking about your sex life at work can amount to sexual harassment. But what about using a sexual swear word, even where it’s not directed at anybody; can that amount to sexual harassment? While it did...

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