Saudi Arabia issued an amendment to its Work System Law in late July of 2019. Changes include the following:

• Redefining the definition of “agent”;
• Amending article 3 to state that citizens are entitled to work without discrimination on the basis of sex, disability, and age, among others; and
• Prohibiting the dismissal of pregnant employees and those on maternity leave.

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Additional Information:
https://sd.mlsd.gov.sa/ar/policies/%D9%86%D8%B8%D8%A7%D9%85-%D8%A7%D9%84%D8%B9%D9%85%D9%84-0. 

If you are interested in EHS regulatory products for Saudi Arabia, the Isosceles Group provides a number of tools covering this jurisdiction including: EHS Legal Registers, EHS Audit Checklists, EHS Audit Checklist Supplements, EHS Quarterly Regulatory Updates, and more. Please contact Brittany Palmer at 617.330.2800 or [email protected] for a customized quote.

​Russia issued Order No. 512H on Approval of the List of Productions, Works and Positions with Harmful and (or) Dangerous Working Conditions, on which the Use of Labor of Women is Limited. The Order determined in which industry jobs and positions with harmful and dangerous working conditions the use of women’s labor is limited. They include certain types of chemical production, underground and mining, metalworking, drilling, oil and gas production, ferrous and non-ferrous metallurgy, and shipbuilding. The order takes effect on January 1, 2021.
 
Additional Information: http://www.garant.ru/hotlaw/federal/1288007/. 

If you are interested in EHS regulatory products for Russia, the Isosceles Group provides a number of tools covering this jurisdiction including: EHS Legal Registers, EHS Audit Checklists, EHS Audit Checklist Supplements, EHS Quarterly Regulatory Updates, and more. Please contact Brittany Palmer at 617.330.2800 or [email protected] for a customized quote.

Colombia issued Resolution Number 2404 of 2019 in July 2019, which adopts Instruments for the Evaluation of Psychosocial Risk Factors, the General Technical Guide for the Promotion, Prevention, and Intervention of Psychosocial Factors and their Effects on the Working Population. This resolution determines the periodicity of the evaluation of psychosocial risk factors, according to the level of risk of the workplace. It also details the instruments that are used to determine the presence or absence of labor-related psychosocial risk factors. 
 
Additional information:
https://diario-oficial.vlex.com.co/vid/resolucion-numero-2404-2019-800450345.

​If you have questions regarding the Resolution or have questions about any of our other global services and products, including workplace wellness and bullying, please contact Brittany Palmer at [email protected]. 

The EU has published Directive (EU) 2019/1152 on transparent and predictable working conditions in the European Union, which establishes minimum rights applicable to every worker in the EU who has an employment contract or employment relationship as defined by the law. This Directive entered into force on the 20th day following its publication date on June 20, 2019. It will repeal Council Directive 91/533/EEC on an employer's obligation to inform employees of the conditions applicable to the contract or employment relationship, with effect from August 1, 2022. 
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Additional information:
https://eur-lex.europa.eu/legal-content/EN/TXT/HTML/?uri=CELEX:32019L1152&from=EN.

If you are interested in EHS regulatory products for the EU, the Isosceles Group provides a number of tools covering this jurisdiction including: EHS Legal Registers, EHS Audit Checklists, EHS Audit Checklist Supplements, EHS Quarterly Regulatory Updates, and more. Please contact Brittany Palmer at 617.330.2800 or [email protected] for a customized quote.

Author: Brittany Palmer 

This new standard applies to all workplaces in Mexico! Many of its provisions come into effect next month, with others taking effect in 2020.

In October 2018, Mexico issued NOM-035-STPS-2018 Psychological risk factors at work – Identification, analysis and prevention. The objective of the standard is to establish the elements to identify, analyze, and prevent psychosocial risk factors in the workplace and to promote a favorable organizational environment. It contains a number of requirements in the following areas:

• Establishing in-depth workplace psychosocial risk prevention policies, actions, and programs;
• Disseminating information to employees;
• Conducting trainings for certain employees;
• Performing identification and analysis of psychosocial risk factors; and
• Evaluating the organizational environment.

 
The new requirements that a company must comply with are dependent on the number of people in the workplace.
 
If you are unsure what the requirements are or want to assess your compliance, download our self-auditing checklist below and find out. There are four separate checklists included based on number of employees.

 
​If you have questions regarding the standard or have questions about any of our other global services and products, including workplace wellness and bullying, please contact Brittany Palmer at [email protected]. ​