INTRODUCTION Contributed by: Tobias Pusch and Teresa Gabele, Pusch Wahlig Workplace Law
The Guide’s Purpose Employment law is always in a state of flux and is constantly faced with new challenges due to ever- evolving technology and digitalisation, as well as social developments. Thus, new working models are regularly introduced all over the world and methods are developed to adapt work to modern lifestyles, the needs of society and the circumstances of everyday life. A variety of measures, which differ from country to country, have not infrequently led to highly divergent and sometimes contradictory results. A comparative view of local employment laws in international rela - tions would thus appear essential in a globalised world of work. Remaining appraised of new legal developments and maintaining the visibility of these on the horizon con - tinues to be critical for employers. As employment laws differ from country to country, this guide aims to answer the most relevant questions in employment law in its participating countries and to provide an insight into current issues.
ple, the Federal Labour Court recently rejected an employer’s attempt to justify a pay gap between men and women on the basis of pay negotiation variations. As of mid-2025, Germany has not yet implemented the EU Pay Transparency Directive. However, the Ger - man government is expected to revise the existing Pay Transparency Act ( Entgelttransparenzgesetz – EntgTranspG) with a draft bill anticipated in late 2025. Climate crisis The climate crisis will have a lasting impact on employment law. The conditions under which work is performed vary in terms of carbon footprint. One example is the efforts by employers to minimise travel distances and the associated CO₂ emissions caused by employees travelling to work. In terms of employ - ment law, this means that regulations regarding remote working or the promotion of climate-friendly means of transport are relevant. The sustainable use of resourc - es and the reduction of transport distances require global production chains to be set up more locally in different locations. A correspondingly closer linkage of operational processes requires global alignment and more flexible options under employment law.
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