European Union: Employment and HR

The OECD projects that by 2054, there will be 55 people aged 65 or over for every 100 people aged 20 to 64, fundamentally reshaping workforce dynamics and employment patterns. As retirement ages rise to 74 in some countries and the working-age population shrinks by 13%, employers face critical decisions about retaining experienced workers, investing in lifelong learning, and adapting workplace practices to support longer careers.

The Dutch government has introduced significant changes to employment law through its 2026 Budget Day proposals, including postponing unemployment benefit reductions and delaying the abolition of transition payment compensation. Meanwhile, the More Security for Flexible Workers Act brings sweeping reforms to fixed-term contracts, on-call arrangements, and temporary agency work, fundamentally reshaping how employers engage flexible workers in the Netherlands.

La Orden ECM/973/2026 establece una nueva tipología para clasificar los fondos de pensiones según su política de inversión, desarrollando aspectos ya incorporados en la normativa reguladora. ¿Cómo afectará esta clasificación a la transparencia y comparabilidad de los fondos para los partícipes? La norma busca clarificar las vocaciones inversoras y simplificar el mapa inversor existente mediante categorías definidas que agrupen fondos con características

The European Banking Authority has published final Guidelines on the sound management of third-party risk regarding non-ICT services, replacing the 2019 Outsourcing Guidelines and introducing a broader regulatory framework. Financial entities will need to navigate expanded scope requirements, enhanced governance standards, and alignment with DORA while managing compliance timelines and contractual obligations.

Die BaFin hat die finalen WpI MaRisk veröffentlicht, die ab dem 1. Januar 2027 neue Standards für kleine und mittlere Wertpapierinstitute setzen. Die Regelungen zur Compliance-Funktion wurden grundlegend neugefasst und die Auslagerungsanforderungen verschärft, wobei betroffene Institute frühzeitig relevante Anpassungen vornehmen sollten.

On 18 September 2026, the European Banking Authority (the EBA) published its final report on the new “Guidelines on the sound management of third-party risk regarding non-ICT services (EBA/GL/2026/09)” (the 2026 Guidelines).

Employers in Germany must navigate complex employment law requirements when terminating employees, but even meticulous legal preparation can be undermined by improper works council consultation. A single misstep in the consultation process renders the termination invalid, making it essential for employers to understand and avoid common pitfalls in works council engagement.

German works councils hold binding co-determination rights over monitoring systems, staff questionnaires, and personnel measures in internal investigations. This guide maps the statutory triggers under the Works Constitution Act, explains when system-level consent differs from case-level information duties, and shows how to balance speed and confidentiality with mandatory consultation—without automatically losing evidence in court.

The Dutch government has introduced significant changes to employment law through its 2026 Budget Day proposals, including postponing unemployment benefit reductions and delaying the abolition of transition payment compensation. Meanwhile, the More Security for Flexible Workers Act brings sweeping reforms to fixed-term contracts, on-call arrangements, and temporary agency work, fundamentally reshaping how employers engage flexible workers in the Netherlands.

Reassigning an employee following a reorganization in the Netherlands requires more than simply forwarding job openings. An employer must actively investigate which positions might be suitable and provide guidance to the employee throughout the process. If the employer fails to do so adequately, the termination may be invalidated.

The Dutch pension transition from defined benefits to defined contributions is creating complex challenges around compensation for employees. Pension providers and employers face disputes over disclosure requirements, reorganization scenarios, and timing issues that can cause employees to miss out on or double up on compensation. Legal experts examine the emerging conflicts and overlooked considerations as the 2028 implementation deadline approaches.

Managing workforce restructuring across international borders requires careful navigation of diverse legal frameworks and practical considerations. This comprehensive guide examines the critical dos and don'ts that employers must understand when implementing organizational changes affecting employees in multiple jurisdictions.