UK employment law is constantly evolving. Most European Union worker protections the UK followed under EU law have been integrated into UK law following Brexit and new laws, including the Employment Rights Bill, will become law in 2026.
The combinations can create a confusing backdrop for UK startup businesses to follow and comply with. But most countries have idiosyncratic employment laws that may seem odd to people working in other countries.
In this article, we look at eight unusual employment laws from around the world. Some will you have you glad you don’t work abroad — while others could have you wishing to relocate.
New Zealand
Workers are entitled to a contract, sick leave and the minimum wage under New Zealand employment law, but certain actions can trigger sanctions.
- New Zealand’s employment law allows employers to cut an employee’s pay by at least 10% for conducting a partial strike. Employees don’t actually have to protest about anything to incur the fine.
- Wearing a ‘funny’ hat (it is not disclosed who judged whether the hat is amusing or not) for fun can be interpreted as breaking the uniform code and can lead to a 10% pay cut being enforced.
You may not be surprised to know there is no equivalent law in the UK, though the UK has plenty of odd ones dating back to mediaeval times that could surprise overseas talent employed in the UK.
Portugal
Startup owners may be relieved they don’t trade in Portugal as it’s illegal to fire an employee in many cases. Employers can only legally dismiss employees in certain circumstances and by following specific procedures.
- Valid reasons include gross misconduct, retirement, economic reasons and non-renewal of an employment contract, but most other scenarios stop an employee being fired.
- In Portugal, redundancy terms must be set out in the employee’s employment contract. In practice, this usually means the best strategy for employers who want to fire an employee is to offer them incentives to resign and hope they accept.
As part of the Employment Rights Bill, the government has proposed UK employers hire new employees on a 9 month probation period.
Belgium
Employees with wanderlust may want to work for a Belgian employer. Belgium has an employee benefit offering employees the right to take a career break for a year, with a paid allowance and a guaranteed job when they return.
- The law is one that Belgian employers must adhere to. It was introduced to redistribute jobs to counter rising unemployment. Employees who opt for a career break are replaced by unemployed people.
- It is available to all employees who have worked for an employer for at least a year and can be extended to up to five years if all parties agree.
The UK has no laws allowing career breaks, but employees can legally request flexible working arrangements. They can also take sabbatical leave, which is when an employee takes an extended period of time off work, paid or unpaid.
Sweden
To boost entrepreneurship, in Sweden, under The Right to Leave to Conduct a Business Operation Act employees can take six months unpaid leave from an employed job to start a new business.
- Employers may be placated by the rule that says those employees cannot start a new business that competes with their existing employers and must not cause ‘significant inconvenience’ to their employer.
- Employers can only turn down a request if the employee is vital to the business. Other rights Swedish employees have are to take time off to care for a family member or to study.
UK law does not restrict how much time an employee can take off. Unlimited holiday or paid time off (PTO) is an employee benefit that some companies use to attract staff. Another option that gives staff flexibility is a scheme for buying and selling annual leave.
The Philippines
In the Philippines, all employees who are not managers are entitled to 13 – not 12 – monthly salaries each year. The yearly bonus, equivalent to an employee’s monthly salary, is a mandatory benefit, which must be paid by Christmas Eve. Employers must file a compliance report in January detailing the 13th payment.
The commercialisation of Christmas means it seems to start earlier in the UK each year, but we have some way to go to match the Philippines, where Christmas celebrations begin in September.
In the UK, there is no mandatory right for employees to have any time off at Christmas, including Christmas Day.
> Find out more: What is a ‘workation?’
USA
US employment laws vary by state but paid maternity and paternity leave is rare. The USA is one of only six countries globally and the only one of 38 members of the Organisation for Economic Co-operation (OECD) that does not have a paid parental leave policy.
- Under the Family and Medical Leave Act of 1993 (FMLA) parents can take 12 weeks off to look after a new baby or adopted child if they work for a company with 50 or more employees. Because this is unpaid, most US workers only take 10 days off because of financial pressures.
In the UK mothers receive 90% of their regular pay for the first six weeks and a lower amount for the next 33 weeks for maternity leave. Fathers receive two weeks paid paternity leave. Statutory adoption leave lasts for up to 52 weeks, the same as maternity leave.
> Find out more: How does parental leave in the UK compare?
France
France has strong employment protections for workers. UK workers may envy their law banning replying to emails outside of working hours.
- In France, if you work for a company with more than 50 employees, employers must guarantee workers don’t have to answer emails after work. This counteracts employee burnout and encourages meaningful employee engagement during working hours.
- In the UK, although not part of the Employment Rights Bill, the right to switch off from work when outside of work or on annual leave, is likely to be adopted into codes of practice, as in Ireland.
> Find out more: What is sabbatical leave?
Japan
Japan has a number of unusual employment laws. In the municipality of Isesaki, employees cannot have any form of facial hair in the workplace. The ‘Inemuri’ law allows employees to legally take a nap at work – as long as they remain upright and behind their desks!
The ‘metabo’ law allows companies to measure the waist of employees aged between 40 – 74 to identify health conditions, including obesity and diabetes. If employees are deemed too large, they are offered counselling and a guide to dieting for six months. Companies can be fined for non-compliance.
Find out more about employment law in the UK (thankfully, there’s no beard ban yet) in our guides to sick leave, maternity leave, and more.
Benjamin Salisbury is an experienced writer, editor and journalist who has worked for national newspapers, leading consumer websites like This Is Money and MoneySavingExpert.com, business analysts including Environment Analyst, AIM Group and written articles for professional bodies and financial companies. He covers news, personal finance, business, startups and property.
