Issue link: https://read.uberflip.com/i/1440672
11 Strategic Update on EMEA Talent Solutions – Global QMR Q4 2021 Eastern Europe • As of January 1 2022, the Czech employer-paid substitute wage during sick leave and the social-security sick leave benefit will both be higher, thanks to the stipulated increase of the reduction limits. The substitute pay by employers during the first 14 days of sick leave (due to temporary work incapacity), as well as the subsequent sick-leave benefit (paid by the Czech Social Security Administration), will be higher. • On March 1 2022, amendments to Russia's Labor Code concerning occupational safety will become law. Under the new laws, the employer will be required to predict all the troubles that may occur to an employee at the workplace, take measures to prevent them, as well as carry out investigation of literally every case. The law also introduces a ban on working in dangerous working conditions. This means that the employer is obliged to suspend the production process if the workplace is assigned the 4th danger class, preserving the average salary and position of the employee. All employees whose working conditions are recognized as harmful based on the results of a special assessment of working conditions will now have to be provided with personal protective equipment. • Poland's monthly minimum wage will increase in 2022 to PLN 3,010 (~$736) gross. The increase will affect the amount of certain benefits under the employment relationship, such as the allowance for night work, the minimum amount of the basis of calculation of sick pay and the amount exempt from any deductions. The minimum hourly rate for persons working under certain civil law contracts will increase to PLN 19.70 (~$4.82). Western Europe • Germany will increase the statutory minimum wage to EUR 9.82 (~$11.13) on January 1 2022 and EUR 10.45 (~$11.84) on July 1 2022. The statutory minimum wage applies to all employees over the age of 18. • Sweden is considering shifting from a fixed-term to an open-ended employment contract after twelve months of employment and giving employees the right to enroll in education/training for one year after eight years of employment with the same company while receiving up to 80% of their salary. The training is not at his/her choice, but must contribute to the employee's employability. • The United Kingdom's new Employment Bill, initially announced in December 2019, will be published in 2022. Expected measures include, among others, the introduction of statutory neonatal leave and pay for parents of babies requiring neonatal care, and the extension of the redundancy protection period for employees on maternity leave to up to six months after they return to work. • Spain continues to work on implementing measures that would reduce the country's high number of temporary contracts. The government wants to end the abuse of temporary work and generalize a standard indefinite contract. For now, Spain's labor minister agreed to allow short term contracts when they are necessary to satisfy peaks in demand or production, and for interim posts.