Law No. 32102, an amendment to the Telework Law, has been published, incorporating rights and obligations for teleworkers, as well as modifications to the minimum content of telework agreements.
The Executive Power will adapt the Regulation of the Telework Law to these new rules within 90 calendar days.
Private sector employees who agree to work on 7 June without enjoying a subsequent compensatory day off will receive an additional payment equivalent to two days of work (one for the work performed and the other for the 100% surcharge for working on a holiday without substitute rest). This also applies to personnel who work remotely.
Law No. 32027 and Supreme Decree No. 003-2024-TR, published during the last month, have authorized employees to withdraw 100% of their Compensation for Length of Service (CTS) until 31 December 2024.
Recently, the Labor Inspection Court established an administrative precedent of mandatory observance in relation to the transfer of unionized workers (Chamber Resolution No. 002-2024-SUNAFIL/TFL).
The Ministry of Women and Vulnerable Populations has opened a new call to participate in the certification process “Safe company, free of violence and discrimination against women”.
This certification recognizes companies with the best practices in terms of gender equality in employment and grants them benefits in transactions with the state.
Companies have until 30 April 2024 to register and participate in this new edition of the certification process.
Inclusion and diversity are key factors today. As gender, racial, and ethnicity pay gaps have been slow to narrow, governments in Latin America have introduced more requirements to further reduce these differences.
In this quick overview, the Employment & Compensation group presents recent trends in pay equity in Latin America, highlighting critical issues to consider for your day-to-day decision-making.
As the constant changes in the region can affect companies’ operations, for effective decision making, it is vital to have updated information about the employment landscape in each of the jurisdictions.
In this quick overview, the Employment & Compensation group presents the main recent regulatory developments in Latin America, highlighting critical issues to consider.
Artificial intelligence (AI) continues to transform the workplace. Much like in countries across the globe, the benefits of new AI technology are gaining traction in Latin America. However, employers should be aware of its risks, particularly in our regions’ context
Burnout in the workplace has become more widely recognized throughout the region. While workforce transformation is not a new concept for global organizations, the pandemic has forced us to rapidly adapt our standard ways of working and how we engage with employees, to ensure employee retention and the long-term viability of the business.
Per a study recently developed by Gallup, 43% of the world’s workers are experiencing daily stress and are, therefore, at risk of developing burnout. However, it was only recently that the World Health Organization included it as an occupational disease, which means that companies must be even more prepared to address and manage burnout cases properly. Lack of policies and protocols may aggravate risks for lack of proper employee support. Furthermore, many Latin American countries have undergone complex legal changes, which in many cases resulted in new regulations to protect employees in these situations.
In this report, we take a closer look at Latin America’s I&D landscape through the eyes of our local experts. While legal frameworks aimed at addressing inequality in the workplace have been slow to evolve, organizations in LATAM are getting ahead of lawmakers, implementing more evolved I&D strategies as they seek to respond to stakeholder and shareholder demand and to attract the next generation of workers