The new Tobacco Products Law and the revised Tobacco Products Ordinance entered into force on 1 October 2024. The new legislation introduces important amendments to the current law. In particular, these relate to the regulation of electronic cigarettes, tobacco products for heating and tobacco products for oral use. Moreover, further measures for the protection of children and young adults have been introduced.
On 28 June 2024, the European Ecodesign Regulation (2024/1781/EU) (“Ecodesign Regulation”) was published in the Official Journal of the European Union and entered into force on 18 July 2024. This Regulation means a radical change in the manufacturing method of a wide variety of products and directly affects the supply chain of all those companies that intend to introduce products into the European Union. Its fundamental aim is to make products more sustainable by introducing a series of requirements and prohibitions that will be adapted to each product group by means of delegated acts of the European Commission.
By ensuring that working time is recorded correctly, employers can avoid significant penalties. Employees are better protected from being overworked and the potentially resulting negative (health) consequences. Correct working time records also contribute to efficient working conditions and enhance mutual trust between employees and employers. The obligations for employers and the benefits that full legal compliance can bring are outlined below.
A preliminary investigation by the Secretariat of the Swiss Competition Commission into information exchanges in the Swiss labor market has found indications of collusion on employee compensation and benefits among more than 200 large companies in various sectors. While the preliminary investigation was initially limited to the banking sector, it became apparent that information exchanges on wage-related topics also occurred in other sectors. Due to the large number of parties involved, the Swiss authority decided that developing best-practice guidelines would be more effective in remedying the situation than launching an in-depth investigation into the behavior of each company. Therefore, the Swiss authority closed the preliminary investigation without opening a formal investigation and without imposing any sanctions.
With effect from 1 January 2024, the government amended the Equality Act 2010 (EqA) to include associative indirect discrimination claims, with the stated aim of replicating and preserving existing EU case law. The EAT has confirmed that such claims were possible in relation to events occurring prior to 1 January too, under then-applicable principles of EU law. This means that where an employer applies a provision, criterion, or practice (PCP) which puts people with a particular protected characteristic at a disadvantage, and where the claimant also suffers that same disadvantage, the claimant does not need to have the same protected characteristic as the disadvantaged group. (BA v Rollett and Ors, EAT).
The UK Government passed the long-awaited Digital Markets, Competition and Consumers Act (DMCC) on 24 May 2024.
The DMCC will bring radical change to the enforcement of consumer law in the UK, introducing new powers for the CMA to issue direct fines of up to 10% of global annual turnover for breaches. This spotlight series will focus on the substantive changes to consumer law introduced by the DMCC, and how it compares to the position in the EU.
The Italian Competition Authority (AGCM) has opened two investigations (PS12793 and PS12805) against two major luxury groups for alleged conduct in violation of Consumer Code rules in the promotion and sale of clothing items and accessories.
The Italian Competition Authority (AGCM) has opened two investigations (PS12793 and PS12805) against two major luxury groups for alleged conduct in violation of Consumer Code rules in the promotion and sale of clothing items and accessories. According to the AGCM, in both cases, the companies may have made, in promoting their products, untrue ethical and social responsibility statements, particularly regarding working conditions and compliance with legal requirements at their suppliers.
The Act on the Protection of Whistleblowers was enacted on 14 June 2024 and formally announced on 24 June 2024. It implements the EU directive on whistleblowers (2019/1937). Employers hiring at least 50 individuals as of 1 July or 1 January (or belonging to special categories regardless of headcount) must set up or adjust internal whistleblowing systems, including (i) introducing an internal whistleblowing policy, (ii) consulting on the draft policy with trade unions or employee representatives, (iii) establishing or adjusting reporting channels, (iv) appointing a unit or a person responsible for verifying the reports, and (v) maintaining a register of whistleblower reports – all in line with the new requirements.
On 26 June 2024, the Luxembourg parliament adopted draft bill No. 8070 (“Law”). The Law aims to implement into Luxembourg law Directive (EU) 2019/1152 of the European Parliament and of the Council of 20 June 2019 on transparent and predictable working conditions in the EU (“Directive”).
The Directive aims to enhance transparent and predictable working conditions across the EU by mandating comprehensive employment contract information and ensuring timely communication of essential job details to employees. It seeks to improve job security and provide a clear legal framework for employment relationships.