In May 2020 a bill was passed to provide sickness benefits to employees who are at a higher risk of becoming seriously ill from COVID-19 or the relative of a person who is at a higher risk. The temporary scheme ran until 31 August 2020. Parliament has now passed a new bill which, among other things, extends this scheme until 31 December 2020.
Under the Act on Equal Treatment of Men and Women, if an employee is dismissed while on pregnancy or maternity leave, the employer will have the onus of proving that the dismissal was not in any way connected to these circumstances. But what does it take for an employer to discharge the reversed burden of proof? The Supreme Court recently decided this issue.
The Data Protection Agency recently completed five inspections which focused on employers' duty to provide information when using control measures to monitor employees. The decisions emphasise that employers should be diligent in informing employees about measures that allow the monitoring of employees and, to the greatest extent practicable, ensure that the information required by Articles 13 and 14 of the EU General Data Protection Regulation is given to employees in an easily accessible form.
The government and the social partners recently agreed to establish a new temporary work distribution scheme in order to prevent dismissals. Based on the tripartite agreement, a new work distribution scheme will be established by statute and all employers will be able to use this scheme. Employers may still apply the existing work distribution rules but not concurrently with the new rules.
The government and parliamentary parties recently passed a bill to provide sickness benefits to employees who are at a higher risk of becoming seriously ill from COVID-19 or the relative of a person in the higher-risk group. The scheme originally applied to absences up to and including 31 August 2020, but the government and a majority in Parliament have now agreed to extend the scheme on the same terms up to and including 31 December 2020.