The FedEE Global Knowledgebase
Whether you need to find out the statutory trial period for a new employee in Belgium or the normal working week in Argentina, the information is at your fingertips in our HR knowledgebase.
With a variety of search and browse methods to help you find the precise information you need, the knowledgebase offers a comprehensive resource for labour statistics, HR practice and employment law across a wide range of countries. The knowledgebase also contains themed guidance notes giving step-by-step procedures relating to important action areas and compliance in fields such as road traffic requirements for company car drivers in different countries. We also provide useful policy checklists and model policies.
What does the knowledgebase cover?
The following gives an overview of the information resources contained in the knowledgebase. It is available exclusively to FedEE members and may be consulted on-line 24/7 in the members’ area of the website.
Full knowledgebase legal entries, pay data and helpline support on:
Europe: Austria, Belgium, Bulgaria, Cyprus, Czech Republic, Croatia, Denmark, Estonia, Finland, France, Germany, Greece, Hungary, Irish Republic, Italy, Latvia, Lithuania, Luxembourg, Malta, Netherlands, Norway, Poland, Portugal, Romania, Russian Federation, Slovakia, Slovenia, Spain, Sweden, Switzerland, Turkey, United Kingdom. (Reduced knowledgebase entries are also available for Liechtenstein, Moldova, Macedonia and Ukraine.)
Non-Europe: Algeria, Argentina, Australia, Brazil, China, India, Hong Kong, Japan, Kenya, Mexico, Morocco, New Zealand, Singapore, South Africa, South Korea, Taiwan, UAE.
Coming soon: Canada, Egypt, Ghana, Israel, Saudi Arabia.
Country-specific employment law data:
- Country overview Country profile – legal framework – the constitution – the courts
- Discrimination Discrimination – equal pay – harassment – disability – age.
- Health and safety Health and safety in the workplace – health and safety representatives – illegal substance testing – smoking in the workplace – ongoing medical examinations.
- Key legislation and links Links to primary legislation – links to official forms and guidance – links to employment law guides.
- Leave Annual leave – short-term leave – days off work – leave reduction – maternity leave – breastfeeding at work – pregnant women at work – paternity leave – parental leave – adoptive leave – parental career breaks – emergency leave – carers’ leave – leave for family reasons – marriage leave – study leave – time off for personal reasons – prevention leave – sickness absence.
- Other employment law issues Transfer of undertakings – business transfers – share options – training – labour inspectorate – corporate governance rules – inspection and compliance – outplacement – outsourcing – relocation – workforce funds – corporate ethics.
- Pensions, social security and taxation Pensions and social security – private pension schemes – phased early retirement – retirement – retirement age – taxation of benefits.
- Privacy at work Privacy at work – email and internet monitoring – email use – international data transfers – holding data on employee dependants – employee disclosure – whistleblowing – corporate confidentiality.
- Recent news News relevant to the country, as published in our fortnightly newswire.
- Remuneration Basic pay – payments in kind – bonus payments – overpayment – luncheon allowances – employee benefits – company cars – salary administration – per diem expenses – medical benefits.
- Representation and bargaining Industrial relations – industrial action – closed shop agreements – internal labour regulations – trade union recognition – collective agreements – worker participation – safety representatives – worker directors – European company statute – two-tier boards – changes in working conditions – social partnership – works councils – financial participation plans.
- Resourcing Recruitment – recruitment agencies – temporary workers – interview expenses – medical examinations – definition of employment – work regulations – statement of employment particulars – young employees – employment contracts – contractual amendments – non-compete clauses – non-solicitation clauses – self-employment – fixed-term contracts – unfixed-term contracts – part-time contracts – commercial agents – home workers – teleworking – apprenticeships – reserve workers – occupational duties – redeployment – posted workers.
- Termination Termination – grounds for dismissal – notice periods – selection for redundancy – individual redundancy – collective redundancy – holiday pay on termination – severance payments – tax on severance payments – unfair dismissal – case law concerning dismissals – disciplinary procedures.
- Work and residence permits Free movement of workers – employment of foreign nationals – visa regulations – immigration rules – quotas – expatriate arrangements.
- Working time Working patterns – working time records – on-call time – night work – shift work – overtime – weekly rest – limitations of the 35-hour week – time-saving accounts – time banking – life course plans – salary savings schemes – time credits and work reduction – public holidays.
- Comparative data Consumer prices – weekly working hours – social security rates – comparative price levels – foreign assignments – minimum wage rates – employment – company cars – freedom of movement- price and salary budget projections- income tax rates- employee benefits taxation.
- Guidance notes Contract compliance – cross-border and posted employees – cutting employee costs – developing a diversity policy – developing a social plan – driving in Europe – equal treatment -individual redundancy procedures – performance appraisal – Income tax – measuring service performance – pension systems – pre-employment reference checks – trade unions and employers’ associations – transfer of personal data – transfer of undertakings.
Business transfer checklist – recruitment checklist – model EU contract of employment – model policy on dismissal – model policy on employee monitoring – model policy on recruitment – job description template – model company wellness policy – model policy on German parenting time (Elternzeit) – collective agreements – corporate social reports.
Summary of key elements from EU Directives and European Court of Justice cases – business transfers – equal opportunities – from hiring to firing – health and safety – holiday carryover – trade union rights and employee participation.
Law firms – management and HR consultants – medical insurance providers – payroll providers – recruitment agencies – translators and interpreters.
France vs Germany – did you know?
French employment law applies to all employment relationships arising from an employment contract performed in France, irrespective of the nationality of the employer and employee. Employment relationships are governed by the French Labour code (Code du Travail), collective bargaining agreements, internal company policies and employment contracts.
Most employment contracts in France are for an indefinite period and must be drafted in the French language. The French working week is short compared with other EU countries at just 35 hours.
The amount and method of payment of salary must be set out in the employment contract. Employers may in general determine salary levels subject to compliance with the statutory minimum wage (salaire minimum de croissance), provisions of applicable collective bargaining agreements and equal pay requirements.
In France, most collective bargaining agreements negotiated and concluded at national level are made compulsory by governmental decree for all companies belonging to a same sector of business.
The basic principles of employment law in Germany are found in the German Civil Code which is complemented by a range of specific employment law statutes. Collective bargaining agreements often stipulate provisions for minimum wages and salaries, wage categorisations, holidays, redundancy schemes and various other additional benefits. These may apply primarily where the employer is a member of the respective employers’ association and the employee is a union member.
Employers in Germany are required to provide employees with a written statement of terms and conditions of employment with a prescribed minimum content within one month of the start of employment. Employment contracts are subject to unfair contracts terms legislation meaning that some clauses will be automatically found to be unfair because they are balanced in favour of the employer.
The Works Constitution Act applies to all employers situated in the Federal Republic of Germany. If requested by the employees, a works council must be established, provided the business in question employs at least five employees on a regular basis. There is however no legal obligation for either the employer or employees to establish a works council. The employer’s only obligation is to refrain from any action which could impede or interfere with the formation of a works council.