Employees are particularly sensitive during change and crisis. It is therefore essential that, in these circumstances, people at least feel confident their rights as workers will continue to be respected.
The Federal Labour Act is our highest reference at national level, in terms of employment rights and obligations, both for the employer and for the worker.
In 2019, the law underwent changes that had not occurred in almost 90 years of existence and affected more than half its content.
Of 1,010 articles, 555 were amended. In some cases, the changes were radical and highly significant for the workplace, affecting employer-worker relations in their individual, collective and procedural aspects.
If you are currently in charge of some area of Human Resources, or would like to get to work in one of them, it's important to be up to date with all these amendments that have been made to the Federal Labour Act, as from 2019 and that have a direct impact on all human resources functions.
This will help you avoid mistakes affecting workers' rights and obligations at different stages of the organization's Human Resources process—mistakes that could harm employment relationships, workplace climate, and the productivity and quality of your products and/or services.
In changing times, adapting adds value; in a crisis, knowing how to act adds value. In both cases, staying current makes you vital to your organization.
Without fear of success!
