8 Workplace Rights the US Still Doesn't Have

Jan de Vries · 2026-07-28

When you think about worker protections, the US often gets credit for leading the way. But the truth is, when it comes to certain workplace rights, we're actually falling behind. Other countries have implemented policies that make their employees' lives measurably better — and we're missing out. Let's look at eight examples of workplace rights from around the world that don't exist in the US. Some might surprise you. ### The Right to Disconnect France made headlines in 2017 when it became one of the first countries to give employees a legal "right to disconnect." Companies with 50 or more workers are required to negotiate specific hours during which staff can be contacted electronically. Australia, Ireland, Belgium, Spain, and Portugal have followed suit. Australia's version, which took effect in August 2024, goes even further — employers can't punish workers who ignore calls or emails after hours. Meanwhile, in the US, there's no such protection. The average American worker puts in more hours than their counterparts in most developed nations, and the lines between work and home have never been blurrier. ### The 13th Month Salary In Brazil, the "décimo terceiro salário" has been a constitutional right since the 1960s. Employers must pay every formal employee an extra month's wage each year, split into two mandatory installments. It's designed to boost the economy and help workers cover end-of-year expenses. This isn't a discretionary bonus — it's a legal wage, owed pro-rata even if you're dismissed. Similar policies exist across most of Latin America and parts of Europe, including Greece, Italy, Portugal, and Spain. The US has nothing comparable. ### Paid Menstrual Leave In 2023, Spain became the first European country to introduce menstrual leave. Workers experiencing periods that are medically certified as incapacitating can take paid time off, with the state funding the absence from day one. While this remains a hot topic in US politics, there's no federal provision. Some states are exploring the idea, but we're still far from having a national policy. ### Mandatory Commute Reimbursement French employers are legally required to reimburse at least 50% of the cost of public transport season tickets for home-to-work commutes. This applies to all staff, including part-timers and trainees. In the US, commuting costs are entirely on the employee. With rising gas prices and transit fares, this would be a welcome relief for millions of workers. ### No More Interview Ghosting In Ontario, Canada, recent laws make it illegal for employers to "ghost" job candidates. Companies with more than 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 of up to CA$100,000 (about $73,000 USD). The US has no such law. Job seekers are often left in limbo for weeks or months, which is frustrating and disrespectful. ### Board-Level Employee Representation Germany's Mitbestimmungsgesetz requires large companies with over 2,000 employees to give workers half the seats on their supervisory board. Companies with 500–2,000 employees must reserve one-third of the seats. This gives employees a direct voice in top-level decisions. In the US, workers rarely have any say in corporate governance — even at companies where they're the backbone of the business. ### Flexible Working Hours 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 different location. Employers must seriously consider these requests and can only refuse for valid business reasons. In the US, flexible work is often seen as a perk rather than a right. Many workers are still expected to be at their desks from nine to five, five days a week. ### The Bottom Line These examples show that other countries are taking employee well-being seriously. While the US has made some progress, we still have a long way to go. It's worth asking: why should workers in France, Germany, or Brazil have rights that we don't? As the conversation around worker rights continues, it's clear that the US could learn a lot from these international examples. It's time to start the discussion.