Left Off the Bill: 10 Workplace Rights Other Countries Already Have

Jan de Vries · 2026-07-28

By Lisa Branker, Head of Employment Law at employment law solicitors, Beecham Peacock Over the course of the year – and continuing into 2027 – the 2025 Employment Rights Act is coming into effect. Beginning in April of this year with the removal of the earnings threshold for statutory sick pay, the new Act represents the most significant overhaul of UK workplace law for decades. The changes brought about by the Act will increase workers' rights across the country, boosting job security and expanding family rights. But while the UK is making strides, it's still playing catch-up in several areas where other nations have already forged ahead. You might assume the UK leads the pack when it comes to labour laws, but you'd be surprised at how much ground we've yet to cover. So, here are ten examples of workplace rights held by other countries – rights that many UK workers can only dream of. ### France: The Right to Disconnect France legislated in 2017 that employees have the legal right to 'disconnect' from work communications outside working hours. This means companies with 50 or more employees must negotiate specific hours during which staff can be contacted electronically. They're not alone: Australia, Ireland, Belgium, Spain, and Portugal also give workers this right. Australia's version, effective August 2024, goes further by barring employers from punishing workers who don't answer calls or emails out of hours. The UK has no such right – only the 48-hour average working week under the Working Time Regulations. That's a far cry from true digital freedom. ### Brazil: Statutory 13th Month Salary Brazil's décimo terceiro salário has been a constitutional right since the 1960s. This law obliges employers to pay every formal employee an extra month's wage each year, split across two mandatory instalments. Designed to boost the economy and ease end-of-year expenses, this is considered a legal wage rather than a discretionary bonus. It's owed pro-rata even on dismissal. Similar policies are mandatory across most of Latin America and parts of Europe (Greece, Italy, Portugal, Spain); the UK has nothing comparable. ### Spain: Paid Menstrual Leave In 2023, Spain became the first European country to introduce menstrual leave, giving paid time off to workers experiencing periods that are medically certified as incapacitating. This paid time off is funded by the state from the first day of absence. No such provision exists in UK law, but it's a hot topic in parliament. With growing awareness of period-related health issues, this could well be on the horizon. ### France: Mandatory Commute Reimbursement No UK employer is legally required to subsidise commuting – so France is putting us to shame here too. French employers must reimburse at least 50% of the cost of employees' public transport season tickets for the home-to-work commute. This covers all staff, including part-timers and trainees. Imagine the relief on your wallet if that were the case here. With rising transport costs, it's a policy that would make a real difference. ### Canada: No Interview 'Ghosting' In Ontario, Canada, recent law provisions have made it illegal for employers to 'ghost' candidates who have applied for a role. Companies with over 25 employees must notify candidates within 45 days of their interview, informing them whether they've been successful. Employers who fail to respond could face fines of up to CA$100,000 (around $74,000 USD). The UK has no comparable law, leaving candidates in limbo far too often. ### Germany: Board-level Employee Representation According to German law (Mitbestimmungsgesetz), large companies with over 2,000 employees are required to give workers half of the seats on their supervisory board. Meanwhile, companies with 500–2,000 employees must reserve one-third of the available seats. This ensures that members of the workforce have a representative voice in all top-level business discussions. The UK, meanwhile, has nothing comparable as yet, meaning workers often lack a direct say in strategic decisions. ### Netherlands: Right to Request Reduced Hours (with High Flexibility!) In the Netherlands, the Dutch Flexible Working Act allows employees at firms with more than 10 staff to request fewer hours, a different working pattern, or even a change in work location. Employers must seriously consider these requests and can only refuse on legitimate business grounds. This flexibility is a game-changer for work-life balance. It's not just about part-time work; it's about giving employees control over their schedules. The UK's flexible working laws are more limited, with requests often being denied without strong justification. ### The Bottom Line These examples show that the UK, despite recent progress, still has a long way to go in matching the workplace rights of other nations. From the right to disconnect to statutory bonuses, there's plenty of inspiration to draw from. As the 2025 Employment Rights Act rolls out, perhaps it's time to look beyond our borders and consider what else could be done to support workers.