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

Jan de Vries · 2026-07-28

The U.S. has long been a global leader in innovation and economic opportunity. But when it comes to worker protections, we're often playing catch-up. While the 2025 Employment Rights Act in the UK represents a major overhaul of workplace law there, American workers still lack many basic rights that are standard practice elsewhere. It's easy to assume we're ahead of the curve on labor standards. But the reality is that other countries have quietly implemented policies that would feel like a revolution here. So, let's take a tour of ten workplace rights from around the world that make you wonder why we're still waiting. ### The Right to Truly Disconnect France took a bold step in 2017 by legally enshrining the 'right to disconnect.' This means companies with 50 or more employees must negotiate specific hours when staff can't be contacted electronically. It's a direct response to the always-on culture that blurs the line between work and life. Australia went even further in August 2024, making it illegal for employers to punish workers who ignore after-hours calls or emails. The UK, despite its recent reforms, only offers the 48-hour average working week. In the U.S., there's no federal law protecting your right to ignore that 9 PM Slack message. ### A 13th Month of Pay Brazil has guaranteed a 'décimo terceiro salário' since the 1960s. This isn't a bonus; it's a legal obligation. Every formal employee receives an extra month's wage each year, paid in two mandatory installments. It's designed to boost the economy and help workers through the holiday season. This practice is common across Latin America and parts of Europe, including Greece, Italy, Portugal, and Spain. In the U.S., we rely on discretionary bonuses that can be cut at any time. A guaranteed 13th check would be a game-changer for financial planning. ### Paid Leave for Menstrual Pain Spain became the first European country to introduce paid menstrual leave in 2023. Workers with medically certified incapacitating periods get paid time off, funded by the state from day one. This recognizes that for some, this isn't just discomfort; it's a genuine health issue. There's no such provision in U.S. federal law, though it's a topic of increasing discussion. It's a policy that directly addresses a biological reality that half the population experiences. ### Commuting Costs Covered French employers must reimburse at least 50% of the cost of public transport season tickets for the home-to-work commute. This applies to all staff, including part-timers and trainees. It's a simple acknowledgment that getting to work is a cost of doing business. In the U.S., we're on our own for commuting. With rising gas prices and expensive transit passes, this is a significant hidden tax on workers. ### No More Interview Ghosting In Ontario, Canada, it's now illegal for employers to 'ghost' job candidates. Companies with over 25 employees must notify candidates within 45 days of their interview about whether they were successful. Failure to respond can result in fines up to CA$100,000 (around $73,000 USD). This is a huge step for job seekers. In the U.S., being ignored after a promising interview is a common frustration. A law like this would bring basic decency to the hiring process. ### A Voice in the Boardroom Germany's Mitbestimmungsgesetz requires companies with over 2,000 employees to give workers half the seats on their supervisory board. For companies with 500 to 2,000 employees, one-third of seats must be reserved for workers. This ensures the workforce has a direct voice in top-level strategic decisions. The U.S. has nothing comparable. Our corporate governance is often focused solely on shareholder value, leaving employees without a formal seat at the table. ### Flexible Hours, By Law The Netherlands' Flexible Working Act allows employees at firms with more than 10 staff to request reduced hours, a different work schedule, or even a change in work location. Employers must seriously consider these requests, and the bar for refusal is high. It's a flexible approach that prioritizes work-life balance. While some U.S. companies offer flexibility, it's rarely a legal right. In the Netherlands, it's a matter of law, not corporate goodwill. ### Paid Paternity Leave (Beyond Two Weeks) Many countries, including several in Europe and Asia, offer months of paid paternity leave. For example, in some Nordic countries, fathers get dedicated leave that can't be transferred to the mother. This encourages shared parenting responsibilities and helps normalize the role of fathers in caregiving. The U.S. federal government mandates only 12 weeks of unpaid leave under the Family and Medical Leave Act (FMLA), and it doesn't even cover all workers. Paid paternity leave remains a distant dream for many American fathers. ### Mandatory Annual Leave (That's Actually Used) In the European Union, workers are guaranteed at least four weeks of paid annual leave by law. Some countries, like France, mandate five weeks. This is a hard legal right, not a perk. In the U.S., there's no federal requirement for paid vacation time at all. This isn't just about leisure. Studies consistently show that taking time off improves mental health, productivity, and reduces burnout. Our reluctance to mandate this is costing us in the long run. ### Protection Against 'Gig Economy' Exploitation Many countries are reclassifying gig workers as employees with full rights. Spain, for example, has taken steps to ensure delivery riders are considered employees. The EU is working on a directive that would give gig workers employment status and access to benefits like minimum wage and sick pay. In the U.S., the debate over gig worker classification is ongoing, but many workers still lack basic protections. The patchwork of state laws leaves millions in a legal gray area. It's clear that the U.S. has a lot to learn from the rest of the world. These aren't radical ideas; they're common-sense policies that recognize the value of a healthy, secure workforce. Maybe it's time we started the conversation.