{"id":1520,"date":"2024-07-04T10:45:39","date_gmt":"2024-07-04T10:45:39","guid":{"rendered":"https:\/\/globaledge.legal\/landing\/?page_id=1520"},"modified":"2026-02-24T08:27:14","modified_gmt":"2026-02-24T08:27:14","slug":"spotlight-archives","status":"publish","type":"page","link":"https:\/\/globaledge.legal\/landing\/spotlight-archives\/","title":{"rendered":"In the Spotlight – Archive 2023"},"content":{"rendered":"\t\t
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In the Spotlight Archives<\/h1>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t
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Browse our In the Spotlight items from 2025 and beyond.  Please also check out our knowledge hub<\/a> for details of our latest blogs, insights and events. <\/p>\t\t\t\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t

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December 2025<\/h4>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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UK <\/strong><\/p>

UK Business Immigration \u2013 What Should Employers Know Before Responding to the Home Office Consultation on Extending Right To Work Checks?<\/strong><\/p>

Under current rules, a business is only liable for a civil penalty for an individual without permission for the role they are working in if they are hired under a contract of employment.
As part of its plan to clamp down on illegal working, the government published an illegal-working impact assessment<\/a> (Impact Assessment) in May this year in relation to proposals to extend that liability to a wider part of the labour market to include workers, service providers matched with customers via online platforms, and individual subcontractors. Prior to these changes coming into force, the Home Office has launched a consultation, which is open to employers across the UK until 10 December 2025. Responses to the consultation are intended to inform the preparation of new Home Office guidance and the statutory code of practice that will support the new rules. Further details can be found on GOV.UK<\/a>\u2019s Extending the Right to Work Scheme<\/a> webpage. The Impact Assessment document is worth a read before you respond to that consultation. The lack of clarity in the document suggests a flawed understanding on the government\u2019s part of how difficult its proposals are to digest.<\/p>

Read Full Insight\u00a0<\/a><\/p>\t\t\t\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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UK Right to Work Checks \u2013 What Are the Risks If an Employee Can\u2019t Prove Their Right to Work?<\/strong><\/p>

In this episode of our Workforce WorldView<\/a> podcast, Magali Ferreyra Alvarez<\/a> and Annabel Mace<\/a> explore the legal challenges businesses often face relating to an employee\u2019s right to work in the UK. They provide practical insights on the complexities of navigating UK immigration and employment law, while managing risk and avoiding civil penalties of up to \u00a360,000 or even criminal prosecution<\/p>

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Neurodiversity in the Workplace \u2013 Strength in Difference<\/strong><\/p>

In this episode of Workforce WorldView, Janette Lucas from our London Labour & Employment team speaks with Kate Dean, a neurodiversity and disability consultant, about the growing prevalence of diagnoses of neurodiversity \u2013 and the opportunities and challenges this presents for employers.
They explore the common misconceptions surrounding diagnoses, and provide practical steps that employers can take to move beyond compliance to create inclusive workplace environments. The conversation highlights why proactive strategies and understanding neurodiversity are essential for talent retention and organisational success.<\/p>

Listen to the Full Podcast<\/a><\/p>

Neurodiversity in the Workplace \u2013 How Managers Can Normalise the Conversation<\/strong><\/p>

In this episode of Workforce WorldView, Janette Lucas from our London Labour & Employment team speaks with Kate Dean, a neurodiversity and disability consultant, explore the practical role of line managers in creating neuroinclusive workplaces. They discuss common challenges, why it\u2019s important to normalise talking about neurodivergence, and how simple conversations can make a big difference. The episode emphasises that good neuroinclusion practice is often just good management practice.<\/p>

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US<\/strong>
Major Changes to Employment Authorization Document Processing Will Impact U.S. Employers<\/strong><\/p>

U.S. Citizenship and Immigration Services (USCIS) has implemented major changes to Employment Authorization Document (EAD) policies. These updates end the automatic 540 day extension for most EAD renewals and reduce the maximum EAD validity period to 18 months for certain categories, including adjustment of status applicants, asylum seekers and refugees.<\/p>

Read Full Blog<\/a><\/p>

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US Immigration Vetting Initiatives, Expanded Travel Bans, Social Media Mining, ESTA \u201cSelfies\u201d and More<\/strong><\/p>

In response to the horrific November attack on National Guard members in Washington, D.C. and other geopolitical events, the President and U.S. immigration agencies have implemented initiatives and rolled out proposals to expand existing travel bans and dramatically increase vetting and personnel data collection of visa applicants and travelers entering and exiting the United States. The following is a brief summary of these impactful policies.<\/p>

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Webinars \/ Recordings<\/span><\/p>

Implementation of the EU Pay Transparency Directive and Key Employment Law Changes for 2026 in the Czech Republic, Poland and Slovakia<\/strong><\/p>

14 January 2026 | 10:00 AM Central Europe Standard Time<\/p>

The clock is ticking. The EU Pay Transparency Directive is nearing its implementation deadline, and employers across the EU are either already prepared or in the process of getting ready. Although some Member States, including the Czech Republic, have not yet finalised the legislative process, larger companies will need to start collecting data from early 2026. Now is the perfect time to understand what the Directive requires and how to prepare for full compliance.
Because this topic is resonating widely in Europe, we are offering you a unique opportunity to gain a clear overview of the implementation progress and the obligations companies need to get ready for in the CEE region, presented by our Labour & Employment Practice Group experts.<\/p>

Register for the Webinar<\/a><\/p>

The New Employment Rights Act Is Almost Here \u2013 What UK Employers Need to Know<\/strong><\/p>

he Employment Rights Bill is in the final stages of the legislative process and will shortly become a new act of Parliament.
Since the bill started its journey in the House of Commons last October, it has undergone several key changes, not least doubling in length!
In this webinar we explore what the final legislation will look like, and look to ensure you are in a position to support your businesses for the significant changes ahead.<\/p>

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UK<\/strong><\/p>

UK Government Scraps Plans to Introduce \u201cDay One\u201d Unfair Dismissal Rights<\/strong><\/p>

In a significant about-turn, the UK government has announced it will not be proceeding with its plans to introduce day-one unfair dismissal rights and will instead be introducing a six-month qualifying period for unfair dismissal claims. In its press release, it said it was making these changes to ensure the Employment Rights Bill receives Royal Assent and it can keep to its published delivery timeline for the other changes in the Bill. automated.<\/p>

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UK Business Immigration \u2013 What Should Employers Know Before Responding to the Home Office Consultation on Extending Right To Work Checks? <\/strong><\/p>

Under current rules, a business is only liable for a civil penalty for an individual without permission for the role they are working in if they are hired under a contract of employment.<\/p>


As part of its plan to clamp down on illegal working, the government published an illegal-working impact assessment<\/a> (Impact Assessment) in May this year in relation to proposals to extend that liability to a wider part of the labour market to include workers, service providers matched with customers via online platforms, and individual subcontractors. Prior to these changes coming into force, the Home Office has launched a consultation, which is open to employers across the UK until 10 December 2025. Responses to the consultation are intended to inform the preparation of new Home Office guidance and the statutory code of practice that will support the new rules.<\/p>

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US<\/strong><\/p>

Federal Circuit Courts Split on NLRB\u2019s Expanded Remedies<\/strong><\/p>

On November 5, 2025, the United States Court of Appeals for the Sixth Circuit issued an opinion in NLRB v. Starbucks Corp.<\/em><\/a>, joining with the Third and Fifth Circuits in finding the National Labor Relations Board (NLRB or Board) exceeded its authority under the National Labor Relations Act (NLRA) by ordering an employer to compensate an unlawfully terminated employee for any \u201cdirect or foreseeable pecuniary harms\u201d the employee suffered as a result of her termination of employment. In refusing to enforce these remedies, the Sixth Circuit delivered the most recent blow to the NLRB\u2019s efforts to impose more broad, far-reaching, and more financially severe remedies under the NLRB\u2019s 2022 ruling in Thryv, Inc<\/em><\/a>.<\/p>

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Update to the New $100,000 H-1B Fee: Who is Exempt and Who Must Pay? <\/strong><\/p>

One month after issuing a Proclamation<\/a> entitled \u201cRestrictions on Entry of Certain Nonimmigrant Workers\u201d that imposed a $100,000 fee for certain H-1B visa petitions, United States Citizenship and Immigration Services (USCIS) published clarifying updates that echo similar updates from other agencies. The USCIS update is available HERE<\/a> under the drop-down \u201cPresidential Proclamation on Restriction on Entry of Certain Nonimmigrant Workers.\u201d<\/p>

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No \u201cPrivate Sector Shutdown\u201d Exception to Pay Obligations for Private Employers (US) <\/strong><\/p>

On November 12, 2025, the federal government finally reopened after a 43-day shutdown \u2013 the longest in U.S. history. During the period of a government shutdown, federal employees cannot be paid and can only be paid when Congress reaches a deal and the lapse in appropriations ends. While this means that hundreds of thousands of federal employees were sent home without pay (approximately 670,000 in total) during this most recent shutdown, hundreds of thousands of \u201cessential\u201d employees \u2013 basically, the ones necessary to keep the country running (about 730,000 in total) \u2013 were required to continue working, without pay, with only the promise of retroactive pay when the government reopens.<\/p>

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Europe<\/strong><\/p>

So \u2026 what\u2019s happening in Belgium meanwhile (on the employment front)? <\/strong><\/p>

While the new government announced fairly drastic measures on the employment front when it was formed towards the end of January 2025, most of these changes have yet to take place.<\/p>