At a glance
- Working time rules in Germany.
- Tightening of global mobility requirements.
- Gender pay transparency.
- Mexico.
- Upcoming employment events.
Working time rules in Germany
Germany is preparing a significant reform of its working time rules, with a draft bill expected in June 2026. The proposal would shift from the current system of daily maximum working hours to a weekly limit. At present, employees generally may work up to eight hours per day, extendable to ten if an average is maintained over time. The reform would instead allow longer individual working days, provided the overall weekly cap and mandatory rest periods are respected.
Alongside this change, the government plans to introduce mandatory electronic working time recording to help prevent abuse and ensure compliance. As the proposal has drawn differing political views, further deliberation among coalition partners is likely before any legislation is finalised.
What federally regulated employers should do now
Recent developments across Bahrain, Poland, and Sweden reflect a broader trend toward tightening and digitalisation in labour migration frameworks.
Sweden is tightening eligibility criteria for labour migration by raising salary thresholds and reinforcing work permit requirements. These measures seek to curb low-wage migration and ensure that foreign workers meet higher economic standards.
Bahrain has confirmed increases to expatriate work permit fees from 2026, raising the cost burden on employers hiring foreign workers to encourage the employment of Bahraini nationals. This could increase workforce costs and influence recruitment strategies.
Poland has introduced mandatory electronic filing for residence applications via the MOS system to improve administrative efficiency, requiring employers to adapt to a fully digital system.
Gender pay transparency
Employers in the European Union are encouraged to prepare for the implementation process of the Gender Pay Transparency Directive in June. Italy, Poland, the Slovak Republic, and Romania are among the latest Member States to begin developing local implementing regulations, following earlier developments in April in the Netherlands, the Czech Republic, and Spain.
Outside the EU, employers may wish to monitor recent developments in the two largest economies in Latin America: Mexico and Brazil.
Mexico
Mexico is undertaking a broad tightening of its labour framework through four parallel initiatives. A major reform reduces the statutory work week (phased to 40 hours by 2030), introduces stricter overtime caps and premium pay, and requires mandatory electronic time tracking – in turn increasing compliance obligations for employers. A new certification regime empowers authorities to verify compliance with labour and social security obligations.
Additional proposals have surfaced that would address gender pay transparency and restrict employers’ use of employee data in employment decisions, aiming to curb surveillance practices and strengthen worker protections.
Upcoming employment events
DLA Piper invites you to join our Q2 Global Employment Briefing webinar on Wednesday, 17 June 2026 for a discussion on workforce, compliance, and privacy issues.
You also won’t want to miss our Canada-based Employment team’s webinar, 'Same law, new contexts: Duty to accommodate in 2026', on Tuesday, 9 June 2026. The programme will cover return‑to‑office mandates and scheduling pressures, invisible disabilities, medical evidence, and managing leaves of absence.More to explore
