The Workplace Rights Other Countries Already Have (And the U.S. Doesn't)

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 in the UK. Beginning in April with the removal of the earnings threshold for statutory sick pay, this new Act represents the most significant overhaul of UK workplace law in decades. The changes will boost job security and expand family rights across the country. But while the UK often sees itself as a leader in labour laws, it still lags behind in several important areas. The same can be said for the United States. So, here are ten examples of workplace rights held by other countries that might surprise you. ### France: The Right to Disconnect France legislated the legal right to 'disconnect' from work communications outside working hours back in 2017. Companies with 50 or more employees are forced to 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, also bars 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. In the U.S., there's no federal law protecting your right to ignore after-hours emails. ### 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. It's intended to boost the economy, assist with end-of-year expenses, and ensure employees are comfortable over the holidays. This is considered a legal wage, not a discretionary bonus, and is owed pro-rata even on dismissal. Other countries offer similar policies. It's mandatory across most of Latin America and parts of Europe (Greece, Italy, Portugal, Spain). The UK has nothing comparable, and neither does the U.S., where annual bonuses are purely at the employer's discretion. ### Spain: Paid Menstrual Leave In 2023, Spain became the first European country to introduce menstrual leave, giving paid time off to workers experiencing medically certified incapacitating periods. This paid time off is funded by the state from the first day of absence. No such provision exists in UK law, but it continues to be a hot topic in parliament. In the U.S., only a handful of states have begun exploring similar legislation. ### France: Mandatory Commute Reimbursement No UK employer is legally required to subsidise commuting – and the same goes for the U.S. French employers must reimburse at least 50% of the cost of employees' public transport season tickets for the home-to-work commute, covering all staff including part-timers and trainees. That's a significant financial relief for workers in expensive cities. ### 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 were successful. Employers who fail to respond could face fines of up to CA$100,000 (around $73,000 USD). The UK has no comparable law, and in the U.S., candidates are often left wondering for weeks or months. ### 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. ### 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 different location. Employers must seriously consider these requests and can only refuse for compelling business reasons. This flexibility is a game-changer for work-life balance. These examples show that progressive workplace policies are not just pipe dreams – they're already working in countries around the world. The question is: when will the rest of us catch up?