Regulatory updates
for Global Employers

The Employees Provident Fund (EPF) Amendment Bill 2025 mandates that foreign employees and their employers in Malaysia must contribute 2% of the employee's monthly wages to the EPF.

This contribution is lower than the rates for Malaysian employees, which require 11% from the employee and 12-13% from the employer. The change, aimed at promoting wage equality and reducing reliance on foreign labor, will take effect in the fourth quarter of 2025.

The Ontario government has passed the Working for Workers Six Act, 2024 (Bill 229), establishing a new leave of absence of up to 16 weeks following the arrival of a child into an employee’s custody or care. The Act also introduces a long-term illness leave entitling employees to up to 27 weeks of unpaid leave for serious medical illnesses.

These changes come into effect on June 19, 2025.

The German Bundestag has passed an amendment to the Maternity Protection Act, effective June 1, 2025, providing maternity protection for women who experience a miscarriage from the 13th week of pregnancy onwards.

The duration of maternity leave varies by the timing of the miscarriage: up to 2 weeks from the 13th week, 6 weeks from the 17th week, and 8 weeks from the 20th week onward. This amendment extends leave entitlements to better support affected employees during this period.

Effective June 1, 2025, Poland will introduce substantial reforms to its work permit system.

Key changes include the elimination of the labor market test, mandatory electronic submission of work permit applications, and stricter employer obligations such as submitting signed employment contracts before employment commences.

Additionally, employers must notify authorities of certain employment changes within specified timeframes, and penalties for illegal employment will increase significantly, with fines ranging from PLN 3,000 to PLN 50,000.

From 1 July 2025, Parental Leave Pay will increase from 110 to 120 days for children born or adopted on or after that date, with additional days reserved for partners and simultaneous leave. Parents claiming before July for children born after this date will have 10 extra days added automatically once birth or adoption is confirmed. The Australian Taxation Office will also pay a 12% superannuation contribution on Parental Leave Pay starting after the 2025–2026 financial year, with contributions made automatically to eligible superannuation funds.

An update to Regulatory Standard No. 1 (NR-1), effective May 26, 2025, requires employers in Brazil to include psychosocial risk assessments—covering factors such as stress, harassment, and mental workload—in their Occupational Health and Safety management programs.

These risks must be integrated into the organization’s broader risk management framework. An educational phase will run until May 25, 2026, after which enforcement of the new requirements will begin.

The Namibian High Court ruled that employees are entitled to severance pay only if they resign or retire upon reaching the age of 65 and have completed at least 12 months of continuous service, in line with section 35(1)(c) of the Labour Act 11 of 2007.

The court dismissed claims from employees who resigned before reaching 65, clarifying that age is a mandatory condition for severance pay upon resignation or retirement. This decision overturned prior ambiguous interpretations and reaffirmed the strict legal requirements for severance pay claims, providing clearer guidance for employers and employees alike.

The Namibian High Court ruled that employees are entitled to severance pay only if they resign or retire upon reaching the age of 65 and have completed at least 12 months of continuous service, in line with section 35(1)(c) of the Labour Act 11 of 2007. The court dismissed claims from employees who resigned before reaching 65, clarifying that age is a mandatory condition for severance pay upon resignation or retirement. This decision overturned prior ambiguous interpretations and reaffirmed the strict legal requirements for severance pay claims, providing clearer guidance for employers and employees alike.

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Effective 1 July 2025, Finland will implement amendments to its Co-operation Act. The main provisions will apply to companies with at least 50 employees, while those employing 20–49 individuals will have certain obligations. Changes include adjusted thresholds for redundancy consultations, reduced negotiation durations, and a mandatory 30-day waiting period before terminating employment of at least 10 employees following a negotiation proposal.

Effective June 1, 2025, Poland will introduce substantial reforms to its work permit system. Key changes include the elimination of the labor market test, mandatory electronic submission of work permit applications, and stricter employer obligations such as submitting signed employment contracts before employment commences. Additionally, employers must notify authorities of certain employment changes within specified timeframes, and penalties for illegal employment will increase significantly, with fines ranging from PLN 3,000 to PLN 50,000.