The Carbon Capture, Utilization and Storage Bill 2025 has been passed by the Dewan Negara and is, at the time of issuance of this client alert, pending Royal Assent. Once the Royal Assent has been provided, the Carbon Capture, Utilization and Storage Act 2025 will be enacted (CCUSA). The CCUSA establishes a robust legal and regulatory framework for CCUS cycle from carbon dioxide capture, transportation, utilization, and storage.
In February 2025, the EU Commission introduced the Omnibus Simplification Package to streamline sustainability regulations. This package includes two proposed Directives: the “Stop-the-clock” Directive, which proposes delaying the CSRD and CSDDD compliance timelines, and a second Directive that suggests substantive changes to both the CSRD and CSDDD. The “Stop-the-clock” Directive is now close to being approved, giving businesses more certainty on the timeline for compliance.
On 21 February 2025, the Ministry of Labor released the revised “Guidelines for Preventing Illegal Harm While Performing Duties (4th Edition).” The revised guidelines emphasize the establishment of an investigation team within three days for suspected illegal harm incidents, with specific team compositions based on organization size. The scope has been expanded to include personnel supervised by workplace managers, applying the same guidelines as for employees. The 4th edition also specifies potential workplace harm behaviors, including violence, bullying, sexual harassment, and discrimination, with examples of workplace bullying such as unrealistic work goals and excessive or trivial task assignments.
The Malaysian Personal Data Protection Department recently published three public consultation papers to gather feedback on proposed guidelines on (i) data protection impact assessments, (ii) data protection by design and (iii) automated decision-making and profiling. The guidelines are part of a set of seven guidelines that are being (and have been) developed to complement the Personal Data Protection Act 2010 (PDPA), as announced by Digital Minister Gobind Singh Deo in January last year.
With the Climate Protection Contracts (Klimaschutzverträge) program (also known as Carbon Contracts for Difference program), Germany has been relying on an innovative instrument to ensure (climate-neutral) competitiveness since 2023. Following the largely positive reception of the first bidding round and the European Commission’s approval under state aid law on 24 March 2025, the course is now set for the implementation of the second bidding round. According to the latest reports, the new federal government also seems to want to give the final green light for the continuation of the program.
The Presidents of the Employment Tribunals (England & Wales and Scotland) have issued an addendum to the Joint Presidential Guidance on employment tribunal awards, updating the Vento bands for damages for injury to feelings and psychiatric injury in discrimination claims.
The government has published a consultation seeking views on how to introduce mandatory ethnicity and disability pay reporting for employers with 250 or more employees. The consultation closes on 10 June 2025.
On 26 February 2025, the European Commission adopted the Omnibus Simplification Package, aimed at reducing regulatory burdens related to sustainability reporting for European companies. This initiative amends several key directives, including the Corporate Sustainability Reporting Directive, the Corporate Sustainability Due Diligence Directive and the EU Taxonomy Regulation.
These proposals aim to streamline reporting obligations, enhance competitiveness and adjust the scope and timelines of existing regulations.
On 26 February 2025, the European Commission published multiple policy documents and legislative proposals, following through on its commitment to improve the EU’s competitiveness under the European Commission’s Competitiveness Compass published on 29 January 2025.
Creating a diverse and inclusive workforce remains a business imperative for global employers. Despite stakeholder and social pressure to accelerate progress, many companies have been unable to move the dial towards greater equality and diverse representation in the workplace. Join our panel of Inclusion & Diversity experts on May 11 as they discuss the findings of our recent Mind the Gap Survey and the steps diversity and HR leaders are taking to accelerate I&D progress and the challenges they are encountering.