Ein täglicher Briefing über Entwicklungen in den Bereichen Personalwesen, Arbeitsrecht und Compliance in Europa für KMU-HR-Teams in der gesamten EU, im Vereinigten Königreich, in der Schweiz und in den nordischen Ländern.

Top story: Germany announces sweeping employment law reform

On 2 July 2026, Germany’s governing coalition agreed a comprehensive reform package titled “A Programme for Economic Recovery and Employment,” containing 34 measures that could reshape key areas of German employment law. Among the most significant proposals: fixed-term contracts without objective justification would be permitted for up to 48 months (with up to six extensions) for employees hired before 31 December 2030. High earners, those paid more than 1.75 times the annual pension insurance contribution ceiling, could face a new termination mechanism allowing employers to end the relationship by paying severance, even if a court would not consider the dismissal socially justified. The coalition also intends to require a medical certificate from day one of sickness absence and abolish telephone sick notes, with increased criminal sanctions for incorrectly issued certificates. None of these proposals is yet law: the measures must still pass through parliament, and amendments remain possible.

Was zu tun ist: No immediate action required, but SME HR teams in Germany should begin reviewing fixed-term contract policies and sickness-absence procedures now, so they’re ready to adapt once the legislation is finalised.

Auch die Entwicklung

Belgien: A package of employment law changes took effect on 1 July 2026. For new employment contracts signed from that date, the statutory notice period on employer-initiated dismissal is capped at 52 weeks. Night-work premium rules have been narrowed: employees hired from 1 July in distribution and related sectors now receive the statutory premium only for work performed between 23:00 and 06:00. Employers also gain more flexibility on working schedules, with the option to replace detailed schedules in work regulations with a general framework indicating when employees may perform work. Was zu tun ist: Update employment contract templates and payroll settings for the new notice-period cap and night-work premium window.

Vereinigtes Königreich From 1 July 2026, any new employee is eligible for unfair dismissal protection after six months of continuous service, down from the previous two-year qualifying period under the Employment Rights Act 2025. Separately, a government consultation on restricting the use of non-disclosure agreements (NDAs) in settlement agreements closes on 8 July 2026. Was zu tun ist: Review probationary and onboarding processes to ensure performance issues are documented within the new, shorter qualifying window. If your organisation uses NDAs, consider submitting a response to the consultation.

Frankreich: A new paid parental leave scheme became operational on 1 July 2026 for children born or adopted from 1 January 2026 onward. Each parent may take up to two months of additional birth leave, compensated at 70% of net salary for the first month and 60% for the second. Parents of children born or adopted between 1 January and 31 May 2026 may use their entitlement before the end of the year. Was zu tun ist: Update leave policies and payroll systems to accommodate the new entitlement, and inform eligible employees.

Irland: Two changes landed in quick succession. The Employment (Contractual Retirement Ages) Act 2025 commenced on 29 June 2026, following approval of an updated Code of Practice on Longer Working. Employees now have a clearer right to request to work beyond a contractual retirement age. Separately, the My Future Fund opt-out window opened on 1 July 2026 for employees auto-enrolled on 1 January: they have until the end of August to opt out. Was zu tun ist: Ensure retirement and pension communications are updated and that HR teams can handle opt-out requests within the window.

Norway: From 15 June 2026, parts of the automotive industry are now covered by a generally applicable collective bargaining agreement that sets statutory minimum wages. Rates range from NOK 208 to NOK 237 per hour depending on experience and skill level, covering repair, servicing, maintenance, painting, bodywork, warehouse operations, car care and tyre work. Was zu tun ist: Employers in the affected sectors should verify that current pay rates meet or exceed the new minimums.

Auf dem Radar

EU-Richtlinie zur Lohntransparenz The 7 June 2026 transposition deadline has passed, but only four member states (Italy, Slovakia, Lithuania and Malta) have complete national legislation in force. Major economies including Germany, France, the Netherlands, Sweden and Denmark missed the deadline, with several targeting 1 January 2027. Commissioner Hadja Lahbib has confirmed infringement proceedings may follow; letters of formal notice are expected later in 2026. Employers in countries that have not yet transposed should still prepare: once national legislation lands, compliance timelines are likely to be tight. Estonia’s Economic Affairs Minister has publicly stated the country would rather pay a fine than meet the deadline, citing administrative burden.

EU AI Act, high-risk HR tools: The EU AI Act becomes fully applicable in August 2026, classifying software used for CV screening, candidate ranking and performance monitoring as high-risk. Employers using such tools will need to ensure human oversight, transparency and bias-testing requirements are met.

Netherlands, self-employment classification: The Wet VBAR bill, which introduces a presumption of employment for workers earning below €36 per hour and a set of indicators for assessing worker status, is expected to enter into force later in 2026. Separately, equal-pay provisions for temporary workers may also take effect from 1 July 2026.

Ireland, Platform Workers Directive: Ireland must transpose the EU Platform Workers Directive by 2 December 2026, which will affect how gig and platform workers are classified.

Quellen

• Baker McKenzie: Planned significant changes to German employment law
• Addleshaw Goddard: Germany unveils major employment law reform plans
• Ogletree Deakins: Germany’s 2026 labor law reforms
• Baker McKenzie: Belgien neue Gesetzgebung zu arbeitsrechtlichen Bestimmungen
• MBM Commercial: Änderung des britischen Arbeitsrechts ab dem 1. Juli 2026
• GOV.UK: Plan to Make Work Pay timeline update
• KMH Vorteile: Reformen im französischen Sozialrecht 2026
• DAC Beachcroft: Ireland employment updates Q2 2026
• DLA Piper: Nordisches Arbeitsrecht Bulletin, Juli 2026
• Lewis Silkin: EU-Richtlinie zur Lohntransparenz 2026 Einhaltung durch Arbeitgeber
• Morgan Lewis: EU Pay Transparency Directive, the deadline has passed
• European Commission: New EU rules on pay transparency explained

Europe HR Compliance Pulse ist eine Informationszusammenfassung von öffentlich berichteten rechtlichen und regulatorischen Entwicklungen. Dies ist keine Rechtsberatung. Bestätigen Sie die Verpflichtungen für Ihre spezifische Situation und Ihren Markt immer mit einem qualifizierten Berater.