Skip to main content
main content, press tab to continue
Article | Global News Briefs

European Union: Adoption deadlines near for HR-related directives

July 28, 2022

Conforming legislation is in place in a number of EU countries, establishing minimum family leaves, encouraging flexible work arrangements and increasing transparency in employment relationships.
Benessere integrato|Ukupne nagrade |Health and Benefits

Employer Action Code: Act

In 2019, the European Union (EU) approved two new directives. The first, on Transparent and Predictable Working Conditions has two main objectives: to improve employee protections and increase labor market transparency for different types of work. The second, on Work-Life Balance, sets minimum standards for paternity, parental and carer leave and encourages flexible work arrangements. EU (and European Economic Area) member states had three years to transpose the directives into local law (by August 1 and August 2, 2022, respectively), but in practice deadlines to transpose directives are often not met. Accordingly, the majority of member states are still in the process of transposing these directives, with most expected to do so by the end of the year.

Key details

The table below lists those member states that have indicated to the European Commission that they expect to transpose the directive concerned at or near the deadline (some others are known to be working on transposition, with all others presumably doing so):

Member states that have indicated to the European Commission that they expect to transpose the directive
Working Conditions Directive Work-Life Balance Directive
Austria Austria
Belgium Belgium
Czech Republic Czech Republic
Germany Estonia
Estonia Finland
Ireland Latvia
Latvia Malta
Netherlands Romania
Romania Sweden

Employer implications

Companies should review the local laws already passed and those pending to transpose the directives in the relevant member states, to ensure that their HR policies and practices, employment agreements, and family-related benefits and policies in general are compliant. The extent to which particular member states will need to amend their laws to transpose the directives will vary depending on the country and directive concerned, but considering the broad and sweeping nature of the two directives, the changes may be significant in some cases and will, at a minimum, make the EU’s employment regime more uniform across the single market.

Contact for enquiries

Global Research Unit
email Email

Contact us