Beyond Borders HR

Beyond Borders HR Beyond Borders HR, a global HR and expansion consulting firm

Indonesia is expected to introduce a new manpower law by 1 November 2026 following a directive issued by the Constitutio...
05/06/2026

Indonesia is expected to introduce a new manpower law by 1 November 2026 following a directive issued by the Constitutional Court. The decision comes after multiple judicial reviews of the existing employment framework, where several provisions of the current Manpower Law and its 2023 amendments were found to be inconsistent. Questions have also been raised around a number of implementing regulations due to concerns over legislative authority.

Although the final content of the new law has not yet been released, the reform is expected to streamline and clarify key areas of employment regulation.

With significant changes potentially on the horizon, employers should continue monitoring legislative developments closely and be prepared to reassess employment contracts, HR policies, and workforce management practices once the new framework is published.

Since April 2026, private-sector employers in Australia with 500 or more employees have been required to formally set an...
03/06/2026

Since April 2026, private-sector employers in Australia with 500 or more employees have been required to formally set and work toward gender equality targets under reforms overseen by the Workplace Gender Equality Agency (WGEA). The changes affect around 2,000 large employers across the country.

Under the framework, employers must select three targets from a prescribed list covering areas such as workforce gender balance, pay equity, flexible work practices, and the prevention of sexual harassment. At least one of the selected targets must be measurable and numerical, while others may focus on actions such as conducting pay gap reviews or implementing structured employee consultations.

Private-sector employers are currently required to nominate their targets during the 2025–26 reporting window running from 1 April to 31 May 2026. Public-sector employers will follow later in the year, between 1 September and 31 October 2026.

Progress will be assessed against baseline data from the previous reporting cycle. Employers that fail to select targets or demonstrate sufficient progress may face public identification by WGEA and could lose their compliance certification, potentially impacting access to government contract opportunities.

Employers who approach the process with care, transparency, and thorough documentation are far less likely to face dispu...
01/06/2026

Employers who approach the process with care, transparency, and thorough documentation are far less likely to face disputes or reputational damage.

Read our entire termination guide for Germany for best practices designed to help organisations manage terminations smoothly, while safeguarding both the business and its employees: https://www.beyondbordershr.com/guide-for-employee-termination-in-germany/

Vietnam has introduced higher statutory minimum wage rates effective 1 January 2026 under Decree No. 293/2025/ND-CP, wit...
29/05/2026

Vietnam has introduced higher statutory minimum wage rates effective 1 January 2026 under Decree No. 293/2025/ND-CP, with increases applied across all four regional zones.

The updated monthly minimum wages are set at

- VND 5,310,000 in Region I, (approximately VND 25,500 per hour)

- VND 4,730,000 in Region II, (VND 22,700/hour)

- VND 4,140,000 in Region III, (VND 20,000/hour) and

- VND 3,700,000 in Region IV, (VND 17,800/hour),

with corresponding hourly rates varying by location.

Overall, the adjustment reflects an average increase of approximately 7% compared to previous levels.

The revision is aimed at keeping wage floors in line with rising living costs and inflation. Employers should ensure payroll systems are updated accordingly and factor the higher statutory rates into workforce cost planning from the start of 2026.

The Philippines has introduced updated regulations governing the employment of foreign nationals, following new rules is...
27/05/2026

The Philippines has introduced updated regulations governing the employment of foreign nationals, following new rules issued by the Department of Labor and Employment (DOLE) in February 2025.

These changes refine the existing framework and introduce clearer requirements for employers.

Under the revised rules, corporate officers are no longer subject to the publication requirement linked to labour market testing, while certain industries will now need to undergo an economic needs assessment.

At the same time, updated procedures apply to Alien Employment Permit (AEP) applications, exemptions, and enforcement.

The framework also brings stricter penalties, including administrative fines of up to PHP 10,000 per violation and potential bans on AEP issuance for foreign nationals ranging from five to ten years.

Although DOLE continues to encourage employers to advertise vacancies through platforms such as PhilJobNet or PESO and JPO offices, these postings are no longer a formal condition for submitting an AEP application.

With the rules in effect since 9 February 2025, employers should review their current immigration and hiring processes to ensure full alignment, particularly when managing AEP applications and related compliance requirements.

From 1 October 2026, employers in Japan will be required to take active steps to protect employees from harassment by cu...
22/05/2026

From 1 October 2026, employers in Japan will be required to take active steps to protect employees from harassment by customers, clients, and other external parties. The change reflects a broader shift in how workplace harassment is addressed, extending employer responsibility beyond internal conduct.

Customer harassment is defined as behaviour from third parties that goes beyond socially acceptable limits and negatively impacts an employee’s working environment. In response, employers will be expected to put both preventive and corrective measures in place.

These measures, aligned with guidance from the Ministry of Health, Labour and Welfare, may include introducing clear internal policies, establishing reporting or consultation channels, and providing appropriate support systems for affected employees.

From 1 July 2026, Australia will expand its government-funded Paid Parental Leave scheme, increasing the maximum entitle...
20/05/2026

From 1 July 2026, Australia will expand its government-funded Paid Parental Leave scheme, increasing the maximum entitlement to 26 weeks. This continues the gradual extension from 22 weeks in 2024 and 24 weeks in 2025.

As part of the update, the portion of leave reserved for each parent on a “use-it-or-lose-it” basis will rise from three to four weeks, reinforcing a stronger push toward shared caregiving. Single parents will continue to have access to the full entitlement.

The scheme will also retain its flexibility, allowing leave to be taken over a two-year period following the birth or adoption of a child. Employers should review HR systems and internal communications to ensure they accurately reflect the expanded entitlements and support employees in planning their leave effectively.

This article is a follow-up to our earlier overview of the EU Pay Transparency Directive and provides a detailed country...
18/05/2026

This article is a follow-up to our earlier overview of the EU Pay Transparency Directive and provides a detailed country-by-country breakdown of where transposition stands as of early May 2026, what employers can expect in each market, and what practical steps to take now.

Read the complete article here: https://www.beyondbordershr.com/eu-pay-transparency-directive-updates/

From October 2026, the UK is set to significantly tighten the use of “fire and rehire” strategies, where employees are d...
15/05/2026

From October 2026, the UK is set to significantly tighten the use of “fire and rehire” strategies, where employees are dismissed and offered re-employment on revised terms. In most cases, dismissals linked to a refusal to accept contractual changes will be treated as automatically unfair.

A narrow exception may apply where the changes are essential to address serious financial challenges that threaten the survival of the business, and where no reasonable alternatives exist.

In practice, this will limit the circumstances in which employers can rely on such approaches and place greater emphasis on meaningful consultation, negotiation, and careful planning when seeking to implement contractual changes.

Singapore is expected to introduce new Tripartite Guidelines on restraint of trade clauses in 2026, following ongoing de...
13/05/2026

Singapore is expected to introduce new Tripartite Guidelines on restraint of trade clauses in 2026, following ongoing debate around the use and enforceability of non-compete provisions in employment contracts.

The upcoming guidelines are likely to provide greater clarity on when such clauses are appropriate, particularly in situations involving retrenchment. They will also sit alongside broader workplace fairness measures, reinforcing expectations around fair and balanced employment practices.

Although tripartite guidelines do not carry the same legal force as legislation, non-compliance can still have serious consequences. Employers may face administrative action, including restrictions on work pass privileges.

With these changes on the horizon, organisations should review how non-compete clauses are currently used and ensure they are applied in a manner that is both reasonable and aligned with evolving regulatory expectations.

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