Legislative and regulatory updates that you must know

Legislative and regulatory updates that you must know

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The world of labor law, and in particular wage law, is a dynamic and evolving arena. Frequent legislative and regulatory updates change the rules of the game, affecting both employers and employees. In this article we will delve into the depth of the recent changes, and examine how they may affect the rights and obligations of the parties to the employment relationship.

Substantial changes in legislation

  • Raising the minimum wage: The minimum wage has gradually increased in recent years, and it is expected to continue to increase in the future as well. This change directly affects the salary costs of employers, and in some cases may even affect the salary structure in the organization, as well as the knowledge of the changing conditions in the field 2024 credits which are an integral part of the changing wage scene.
  • Expanding eligibility for pension contributions: The obligation to make pension contributions was expanded, and now it applies to a wider range of employees. This change may affect the salary mix of the employees, since a larger part of the salary is directed to the pension savings.
  • Regulating the issue of overtime and working during rest hours: New legislation requires employers to record working hours more accurately, and tightens the provisions regarding payment for overtime and work during rest hours. These changes may affect the way working hours are managed in the organization, and the salary costs.
  • Increasing enforcement and punishment: The enforcement authorities increased their activity in the field of wages, and the punishment for violations of the law became more severe. This trend requires employers to be extremely careful about compliance with the law, and to take steps to prevent violations.

What to avoid and common mistakes

  • Failure to update procedures and documents: Many employers do not update the salary procedures and the relevant documents (such as employment contracts and payslips) in accordance with the changes in the legislation. This mistake could lead to law violations, and legal disputes.
  • Non-performance of regular control: Many employers do not carry out regular control over salary payments and social contributions. This mistake could lead to errors in payments, and violations of the law.
  • Ignoring employee complaints: Many employers ignore employee complaints about wages, or do not handle them properly. This mistake could lead to the escalation of the conflict, and damage to the employer's image.

Frequently asked questions and answers

  • Do changes in legislation apply retroactively? Generally, changes in legislation do not apply retroactively. However, there are exceptional cases in which the law explicitly states that the change will also apply to events that occurred before its entry into force.
  • What are the risks for an employer who does not comply with the law? An employer who does not comply with the law may be exposed to lawsuits from employees, financial fines, and damage to his reputation.
  • How can you keep up to date with changes in legislation? You can keep up to date with changes in legislation through the websites of the relevant government ministries, through professional publications, and through legal advice.

The legislation and regulation updates in the field of wages require employers to be alert and aware of changes. Ensuring compliance with the law, performing regular controls, and updating procedures and documents are essential steps to guarantee the rights of employees, and to protect the employer from legal risks.

Overtime and work during rest hours: a delicate balance between the needs of the employee and the employer

Overtime is a common reality in the modern labor market, but it carries both legal and emotional complexities. While employers may need flexibility in working hours to meet targets, employees deserve the right to rest and recovery. In this article we will delve deeper into the issue of overtime and working during rest hours, examine the relevant laws, the consequences for employees and employers, and offer ways to balance the conflicting needs.

What are overtime hours and why are they such a sensitive issue?

Overtime is defined as any working hour beyond the normal working hours established by law or the employment agreement. In Israel, the normal work week is 42 hours, and a normal work day is 8 hours. Working beyond these hours entitles the employee to additional payment, in accordance with the law on working hours and rest.

The sensitivity surrounding the issue of overtime comes from the natural tension between the interests of the employees and the employers:

  • Working: need rest and recovery to maintain their physical and mental health, spend time with their families and maintain their personal lives. Excessive work can lead to burnout, mental stress and low productivity in the long run.
  • Employers: Flexibility in working hours is sometimes required to deal with workloads, meet tight schedules and ensure the success of the business. Overtime can be an important tool for achieving business goals.

The law in Israel: protection of workers' rights

The Working Hours and Rest Law establishes the rules and rates for payment of overtime. The law is designed to protect the rights of workers and ensure that they are properly compensated for their work beyond normal hours.

The main points of the law:

  • Rates: The payment for overtime is higher than the payment for normal working hours. For the first two additional hours, the rate is 125% of the regular wage, after which the rate increases to 150%.
  • Restrictions: The law limits the number of overtime hours that can be worked per day and per week.
  • weekly rest: The law requires a weekly day of rest, usually on Saturday. Working on the day of rest entitles the employee to a higher payment.
  • Breaks: The law establishes the right to breaks during the working day.

The consequences of working overtime on the employee

Working overtime can have positive and negative consequences for the employee:

Positive aspects:

  • Additional income: Overtime allows the employee to increase his income.
  • Promotion opportunities: Employees who are willing to work overtime may be perceived as more dedicated and receive promotion opportunities.
  • satisfaction feeling: Completing important tasks thanks to overtime may give the employee a sense of satisfaction.

Negative aspects:

  • Damage to health: Excessive work can lead to fatigue, mental stress and decreased function.
  • Neglect of personal life: Overtime may harm the employee's free time and lead to neglect of family and friends.
  • grinding: Prolonged overtime work can cause burnout and harm motivation.

The consequences of working overtime on the employer

The employer also has advantages and disadvantages in employing overtime workers:

Positive aspects:

  • Operational flexibility: Overtime allows the employer to deal with workloads and meet tight schedules.
  • Meeting the objectives: Overtime may be essential to achieving business goals.
  • Cost savings: Hiring existing employees overtime may be cheaper than hiring new employees.

Negative aspects:

  • High salary costs: The payment for overtime is higher than the payment for normal working hours.
  • Legal risks: Failure to comply with labor laws may lead to lawsuits by employees.
  • Decrease in output: Employees who work many overtime hours may suffer from fatigue and low productivity.

How to balance the needs?

The great challenge is to find the delicate balance between the needs of the employee and the employer. Here are a few ways to do it:

  • Careful planning: Early planning of schedules and tasks can reduce the need for overtime.
  • Recruitment of additional employees: In cases of continuous load, hiring additional employees may be the right solution.
  • Managing expectations: Open and honest communication with employees about the need for overtime and its consequences can prevent misunderstandings and frustration.
  • flexibility: Giving employees flexibility in work hours and work location can help them balance work and personal life.
  • Recognition and appreciation: Appreciating employees for their efforts and dedication can strengthen their motivation.

Frequently asked questions and answers

That: Can an employer oblige an employee to work overtime?

A: In general, no. The law prohibits an employer from obliging an employee to work overtime against his will, unless there is a collective agreement or extension order that allows this.

That: Can an employee refuse to work overtime?

A: Yes, unless there is a collective agreement or expansion order requiring him to do so.

That: What happens if an employer does not pay an employee for overtime?

A: The employee can sue the employer in the labor court.

That: Are there cases when overtime work is prohibited?

A: Yes, the law prohibits the employment of teenagers and certain other workers overtime.

Overtime is an important tool for employers, but it should be used wisely and sparingly. A balance between the needs of the employee and the employer is the key to creating a healthy and productive work environment. Open communication, careful planning and flexibility are the essential ingredients for successful overtime management.

Article in collaboration with: The College of Taxes and Accounting Herzl 108 Rehovot, phone: 1-700-700-088

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