Een dagelijkse briefing over ontwikkelingen op het gebied van HR, arbeidsrecht en compliance in Europa voor HR-teams van MKB's in de EU, het VK, Zwitserland en de Scandinavische landen.

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.

Wat te doen: 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.

Ook in ontwikkeling

Verenigd Koninkrijk: 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. Wat te doen: 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.

Noorwegen: 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. Wat te doen: 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. Wat te doen: 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.

Op de 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.

Duitsland, hervormingspakket arbeidsmarkt (voorheen behandeld): 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-richtlijn inzake loontransparantie (eerder behandeld): 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.

Bronnen

• Transatlantic Law International: France’s new supplementary birth leave comes into force on 1 July 2026
• Service-Public.fr: Supplementary birth leave, rules applicable to the employer
• activpayroll: France expands parental leave with new supplementary birth leave entitlement
• Darwin Gray: 1 July 2026, a milestone date for new unfair dismissal rights
• RSM UK: Employment Rights Act unfair dismissal rights will apply to all new recruits from 1 July 2026
• Norwegian Labour Inspection Authority: minimum wage rates by sector
• DLA Piper: Noordse arbeidsrechtbulletin, juli 2026
• EUbusiness: July 2026 EU infringements package, key decisions
• Cyprus Mail: Cyprus in trouble with the EU over minimum wage transposition (8 July 2026)
• Liedekerke: Belgium introduces a statutory one-week notice period during the first six months of employment

Europe HR Compliance Pulse is een informatieve samenvatting van publiekelijk gemelde juridische en regelgevende ontwikkelingen. Het is geen juridisch advies. Controleer altijd de verplichtingen voor uw specifieke situatie en markt bij een gekwalificeerde adviseur.