1. Rise in Non-Standard Forms of Employment (NSFE)
NSFE: temporary employment / temporary agency work and other contractual arrang. involving multiple parties / ambiguous employment relationships / part-time employment.
Including positive trends: laws protecting workers in NSFE (eg. equal treatment for part-time workers with full-time workers, and for fixed-term and agency workers with permanent workers,…)
2. Revision of Employment Protection Legislation (hiring & firing)
FT contracts/ TAW /Procedural requirements for collective dismissals /Severance pay /Notice and probationary periods
3. Collective bargaining and FoA: Procedure and criteria of representativeness / Content and level of CB
4. Labour Dispute Resolutions Mechanisms – Main shortcomings :
Lack of independence and accountability / Cost and delays due to under-resourced labour administrations and labour justice institutions / Burdensome procedural requirements /Ineffective remedies
Key trends of recent reforms: Creation and strengthening of specialized tribunal or courts / Improved conciliation, mediation and voluntary arbitration processes for dealing with collective disputes /Establishment of special proceedings and remedies to settle claims related to FoA and collective bargaining / Introduction of oral proceedings.
5. Other possible issues: working time, overtime, prohibition of discrimination, abolition of child labour, prohibition of forced labour, unsafe labour practices, health and safety at work, minimum wage setting mechanisms, maternity leave, gender equality, freedom of association , enforcement mechanisms (labour inspection, sanctions,…), labour law coverage, ……..

2. TRENDS IN LABOUR LAW REFORMS – QUESTIONS FOR GROUP DISCUSSIONS:
What are the 5 major issues on which labour laws were or are currently being revised – or should, in your view, be revised – in your country? Briefly explain.
What were the drivers for the reforms? Were you involved?
Have you (or your Government) already contacted the ILO concerning needs for labour law reforms at the national level? If yes, how?
If not, why: what have been the obstacles or the reasons for not contacting the ILO in this area?