“Confusion reigns,” according to the BEERG Global Labor Newsletter. “Immediate reaction from employer groups was one of dismay, saying they had been given an impossible task with just five months to go to Brexit on March 29, 2019.”
Even Nokes realized the challenge, saying, “In the intervening period of any transition period, it will be incredibly difficult to differentiate between an EU citizen coming here for the first time, for example, and somebody who has been here for a significant period of time and hasn’t yet applied for their settled status but would be perfectly entitled to it if they were to.”
Meanwhile, the People’s Republic of China is taking steps to enhance sexual harassment protections, publishing a new draft of several sections of the Civil Code that would define “sexual harassment,” expand the scope of persons protected to include men, and establish more detailed obligations for employers. These would include mandating that employers take measures to prevent sexual harassment in their companies, establish sexual harassment complaint procedures, and formulate sexual harassment settlement solutions.
