Left Off the Bill: Workplace Rights Other Countries Already Have

Jan de Vries · 2026-07-28

The 2025 Employment Rights Act is rolling out in phases through 2027, and it's the biggest shake-up to UK workplace law in decades. Starting this April, the earnings threshold for statutory sick pay disappears, which alone is a massive win for workers. The Act promises to boost job security and expand family rights across the country. But here's the thing: while the UK often sees itself as a leader in labour protections, we're actually trailing behind in plenty of areas. Plenty of other nations have already enshrined rights that we're only starting to debate. So, let's look at ten workplace rights from around the world that put the UK to shame. ### The Right to Disconnect (France) France made headlines back in 2017 when it gave employees the legal right to switch off from work communications outside office hours. Companies with 50 or more staff must negotiate specific hours when they can contact employees electronically. And France isn't alone—Australia, Ireland, Belgium, Spain, and Portugal all have similar protections. Australia's version, which kicked in August 2024, goes even further by banning employers from penalising workers who ignore after-hours calls or emails. The UK? We've got nothing like this. Our only safeguard is the 48-hour average working week under the Working Time Regulations, which doesn't really address the always-on culture. ### The 13th Month Salary (Brazil) Brazil's décimo terceiro salário has been a constitutional right since the 1960s. Every formal employee gets an extra month's wage each year, paid in two mandatory instalments. It's designed to boost the economy, help with year-end expenses, and ensure workers are comfortable over the holidays. This is a legal wage, not a discretionary bonus, and it's owed pro-rata even if you're dismissed. Similar policies are mandatory across most of Latin America and parts of Europe, including Greece, Italy, Portugal, and Spain. The UK has nothing comparable at all. ### Paid Menstrual Leave (Spain) In 2023, Spain became the first European country to introduce menstrual leave. Workers experiencing medically certified incapacitating periods get paid time off, funded by the state from day one. It's a recognition that menstrual health is a legitimate workplace issue. The UK has no such provision, though it's a hot topic in parliament. Critics argue it could stigmatise women, but supporters say it's about basic dignity and health. ### Mandatory Commute Reimbursement (France) No UK employer is legally required to subsidise commuting costs. But in France, employers must reimburse at least 50% of the cost of public transport season tickets for the home-to-work journey. This covers all staff, including part-timers and trainees. Given how expensive commuting is in the UK, especially in London, this feels like a no-brainer. Yet we're still waiting for any similar mandate. ### No Interview Ghosting (Canada) In Ontario, Canada, new laws make it illegal for employers to ghost job candidates. Companies with over 25 employees must notify candidates within 45 days of their interview about whether they got the job. Employers who fail to respond can face fines up to CA$100,000 (around $73,000 USD). The UK has no comparable law, so candidates are often left hanging for weeks or even months. It's a simple courtesy that should be standard everywhere. ### Board-Level Employee Representation (Germany) Germany's Mitbestimmungsgesetz requires large companies with over 2,000 employees to give workers half the seats on their supervisory board. Firms with 500 to 2,000 employees must reserve one-third of the seats. This means workers have a genuine voice in top-level business decisions. The UK has nothing comparable. Employee representation on boards is voluntary and rare, which leaves workers without a seat at the table when big decisions are made. ### The Right to Request Reduced Hours (Netherlands) The Dutch Flexible Working Act allows employees at firms with more than 10 staff to request fewer hours, a different work schedule, or even a different workplace. Employers must seriously consider these requests and can only refuse for solid business reasons. In the UK, employees can request flexible working, but employers can reject it on fairly vague grounds. The Dutch model is far more employee-friendly and gives workers real control over their work-life balance. ### What Could the UK Learn? These examples show that progressive workplace rights aren't just pipe dreams—they're working realities in other countries. The 2025 Employment Rights Act is a step forward, but it's not the finish line. There's plenty more we could adopt to make the UK a genuinely world-leading place to work. From the right to disconnect to mandatory commute reimbursement, these policies aren't radical. They're practical, humane, and they work. The question is: when will the UK catch up?