Europe HR Compliance Pulse: 15 July 2026

A daily briefing on European HR, labour law and compliance developments for SME HR teams across the EU, UK, Switzerland and the Nordics.

Top story: France launches supplementary birth leave from 1 July

France’s new supplementary birth leave (congé supplémentaire de naissance) took effect on 1 July 2026, created by the Social Security Financing Act for 2026 and implemented through decrees published in May. Each parent is now entitled to up to two months of additional paid leave on top of existing maternity, paternity, childcare or adoption leave. The first month is compensated at 70% of net salary and the second at 60%, funded through the Social Security system. To qualify, the employee must have at least six months of Social Security affiliation and must have first taken whichever statutory leave (maternity, paternity, adoption) they were entitled to. The leave must be taken within nine months of the child’s birth or arrival. Employers cannot refuse a qualifying request, provided the employee gives one month’s written notice. Employees on supplementary birth leave are protected against dismissal (except for serious misconduct unrelated to the leave), retain seniority rights for the duration and are guaranteed a return to their previous role or an equivalent position at the same pay. Transitional rules apply for children born or adopted between 1 January and 30 June 2026: the nine-month window runs from 1 July 2026.

What to do: If you employ staff in France, update your leave policies and payroll processes to reflect the new entitlement. Brief managers that the leave cannot be refused when conditions are met. Ensure HR systems can track the nine-month eligibility window and the link to prior statutory leave. Check whether any employees with children born earlier in 2026 qualify under the transitional provisions.

Also developing

United Kingdom: The unfair dismissal clock is now ticking for summer hires. Under the Employment Rights Act 2025, the qualifying period for unfair dismissal protection drops from two years to six months on 1 January 2027, and the change applies retrospectively to anyone employed on or after 1 July 2026. That means every new starter hired this month will have full unfair dismissal rights by early 2027. The government has also removed the statutory cap on compensatory awards, increasing potential liability in higher-value claims. Many employers are already shortening probationary periods to three or five months to allow time for performance management before the six-month threshold. A consultation on supporting Codes of Practice opened on 10 July. What to do: Review probationary periods and ensure that fair dismissal procedures, documentation and performance management are in place from day one for all new hires. Do not rely on the old two-year qualifying period for anyone joining from July 2026 onwards.

Norway: The automotive industry became the tenth sector in Norway to receive a generally applicable minimum wage, effective 15 June 2026. The Norwegian Labour Inspection Authority confirmed that employees in repair, servicing, maintenance, painting, bodywork and warehouse operations, as well as car care, tyre changes and tyre storage, are now covered. Minimum rates range from NOK 208 to NOK 237 per hour depending on skill level and experience. Employers must also provide necessary work clothes and protective footwear at no cost. What to do: Employers in Norway’s automotive sector should verify that current pay rates meet the new minimums and update payroll accordingly. Check whether any outsourced or subcontracted workers in covered roles also need to be brought into compliance.

EU (Cyprus, Luxembourg): The European Commission has opened infringement proceedings against Cyprus and Luxembourg for failing to transpose the Directive on Adequate Minimum Wages (Directive 2022/2041) into national law. The transposition deadline was 15 November 2024. Neither country has notified any national measures. Both now have two months to respond; if they do not, the Commission may refer the cases to the Court of Justice with a request for financial penalties. The directive does not require countries to introduce a minimum wage where none exists, but it does set requirements around adequacy, collective bargaining coverage and enforcement. What to do: Employers in Cyprus and Luxembourg should monitor national transposition progress. Once implementing legislation is published, review whether new minimum-wage adequacy or reporting obligations apply to your workforce.

On the radar

Belgium, 1 August notice period change: From 1 August, a uniform one-week notice period applies during the first six months of employment for contracts concluded on or after that date, regardless of whether the employer or employee initiates termination. Update contract templates ahead of the deadline.

Germany, employment reform package (previously covered): The 34-measure reform package, including day-one sick-note requirements and a new high-earner termination mechanism, still requires Bundestag approval before the summer recess.

EU Pay Transparency Directive (previously covered): Infringement proceedings against member states that missed the 7 June transposition deadline are expected later in 2026.

EU Platform Workers Directive (previously covered): Member states must transpose by 2 December 2026. Several are expected to publish draft legislation in the autumn.

Sources

Europe HR Compliance Pulse is an informational summary of publicly reported legal and regulatory developments. It is not legal advice. Always confirm obligations for your specific situation and market with a qualified adviser.