Organisations should prepare for a new regulatory framework that strengthens employment-related disclosures from the very beginning of the employment relationship. The new requirements call for a structured review of employment documentation, onboarding processes, internal policies and people management systems, with particular emphasis on ensuring the traceability of information provided to employees. In this context, having clear and coordinated procedures in place will help mitigate compliance risks and support alignment with the new transparency obligations.
The legislation also introduces new requirements relating to equality, inclusion, work-life balance and algorithmic transparency. In particular, employers will be required to provide information on equality plans, anti-harassment protocols and LGBTI inclusion measures, where applicable, as well as on the use of automated decision-making systems in employment matters such as task allocation, remuneration, career progression and changes to working conditions.
For organisations, the impact extends well beyond updating contractual templates. Employers will need to review recruitment, hiring and onboarding processes, internal policies, documentation frameworks and mechanisms for evidencing the delivery of information. Taking proactive steps now will help ensure that employee communications remain consistent, accessible and fully aligned with legal requirements.
New corporate obligations
On transparency and working conditions.
September 2026
