Companies doing business globally face additional legal obstacles posed by local employment law. Managing workforces in multiple jurisdictions requires consideration of directives, rulings from local courts, general domestic legislation and local legal precedent.
Our team of specialists is on hand to help our clients to meet their goals, proposing and designing tailored solutions in all jurisdictions in complex and sensitive matters such as collective bargaining, advising in restructuring processes, transfer of undertakings or legal defence of our clients in the labour jurisdiction.
This is why the Employment Law Department features a team of specialist lawyers spread across its offices, offering professional services to national and multinational companies encompassing all industries, and guaranteeing coverage and utmost professional quality across the board.
The great resignation is here to stay: What makes this trend different and harder to predict is that it’s not tied directly to specific market conditions. It’s certainly influenced by them, but most of its staying power appears to come from a more intangible, widespread shift in employee attitudes and preferences.
The pandemic disrupted the status quo in a major way, and workers in virtually all industries are using this transitory period to reassess how they view work itself and searching for roles that are more meaningful — and better paying.
The report points to a wide disconnect between what executives and workers want for the future:
“Sixty-eight percent of workers prefer remote work over returning to onsite work, and 61 percent would be willing to take a pay cut to remain remote. Almost half (45%) said they would quit or immediately begin looking for a new job if they were forced to return full time.
… Despite this clear employee preference, executives overwhelmingly want their workers back full time.”
“With continued advancements in tech and widespread digital transformation, employers need to invest in building their workforces’ skill sets for the jobs of today and the jobs of the future. Add to that the strain of hiring in today’s job market, and it’s more important than ever to reskill/upskill workers to keep them on board.”
“…But the business case for skilling couldn’t be more clear — and the timing couldn’t be more urgent. Companies that make skilling a priority in 2022 will be much more likely to keep and retain talent, while those that don’t will struggle with more than just human capital. They’ll also have a harder time innovating and adapting to our ever-changing business landscape.”
Inteviews note that “The burnout and mental health challenges of living in a pandemic and fielding constant disruption aren’t going away. Employers need to make employee well-being a top priority — to support their current workers and attract top talent down the line.” But again, they point to a great disconnect between employers and employees.
