USA – New Jersey Enacts Pay Transparency Law
As of June 1, 2025, New Jersey has joined a growing number of U.S. states that have adopted pay transparency legislation. The New Jersey Pay and Benefit Transparency Act (NJPBTA) now requires employers with 10 or more employees to include compensation and benefits information in all job advertisements and internal transfer postings for roles based in the state.
Under the Act, employers must disclose either the hourly wage or salary for a position, or a range that accurately reflects the compensation being offered. Additionally, postings must include a general description of the benefits and other compensation programs available to the employee within their first year of employment. While the law does not define how narrow a salary range must be, employers are expected to outline a realistic floor and ceiling.
The Act permits employers to offer wages and benefits above what is listed in a posting, but such variations should be made carefully to avoid creating the appearance of non-compliance or favoritism towards internal employees. The requirement to describe “benefits and other compensation programs” is broad, and although the law is silent on specifics, employers should be prepared to disclose offerings such as health insurance, retirement plans, paid leave, and other standard benefits.
To ensure compliance, employers must make sure internal HR teams, hiring managers, and third-party recruiters are properly trained and aligned on these obligations. All stakeholders involved within the job advertising must understand the new legal obligations and be diligent in implementing them across all platforms where roles are posted.
Poland - Overhauls Immigration Rules
On 1 June 2025, Poland implemented major legislative reforms that significantly change the country's immigration and foreign employment landscape. The new legal framework aims to modernize outdated systems, reduce bureaucracy, and increase government oversight. However, the changes also present new compliance obligations for employers and foreign nationals.
New Rules on Employing Foreigners
The Act on the Conditions for Employing Foreigners in Poland introduces a number of procedural and regulatory updates that affect how employers engage foreign workers.
Key work permit procedures will now be handled entirely online, with communication between employers and the authorities taking place via electronic platforms. The long-standing labour market test, which many viewed as an unnecessary barrier to employment, has been eliminated. A new list of job types that are ineligible for work permits will also be introduced, meaning some roles will no longer qualify for foreign hires.
Employers are now required to upload signed employment contracts before the start of work, while the deadline to report when a foreign worker fails to start their role has been shortened to just two months. There is also a broader list of residence documents that no longer permit employment, particularly affecting nationals entering Poland through visa-free arrangements or on Schengen visas.
Another key change is that work permits can no longer be extended. Instead, employers must apply for a new permit once the previous one expires. Remote work is only permitted if it is incidental, unless a specific permit is secured, and work permit applications for select industries and job roles deemed strategic will be processed more quickly. Employers should be aware that penalties for non-compliance have increased significantly, with fines for illegal employment now reaching up to PLN 50,000. This is approximately equivalent to USD 13,465.73.
Residence Permit Changes and the Updated EU Blue Card System
Poland has also amended its Act on Foreigners, streamlining the residence permit process and aligning its EU Blue Card system with broader European standards.
The minimum duration of employment contracts eligible for Blue Cards has been reduced to six months, and new Blue Card decisions will no longer include the employer's name or job title. This change grants cardholders open access to the Polish labour market, allowing them to switch roles without requiring additional amendments. The procedure for amending residence decisions has also been eliminated, removing administrative friction for both employees and employers.
Professionals applying under selected categories will only need 3 years of experience, rather than the previous 5. In addition, Blue Card holders are no longer required to report job changes if they remain with the same employer. Those who lose their job will benefit from a 3 to 6-month grace period, providing time to secure new employment. The revised Blue Card regulations also expand both long-term and short-term mobility options within the EU.
Visa System Oversight and Student Migration Reforms
A third piece of legislation introduces tighter oversight of Poland's visa system, with a particular focus on student migration and the integrity of visa issuance.
Under the new rules, schools are now required to immediately notify authorities if a student is removed from their enrolment list. If they fail to do so, the student's residence permit may be revoked. Certain types of visas will no longer qualify an individual for a residence permit based on employment, adding stricter criteria for legal stays.
Language proficiency requirements have also been raised. Post-secondary diplomas will no longer be accepted as proof of Polish language ability for those applying for long-term residence or citizenship. For student permit holders, a minimum B2 level in the language of instruction is now required.
Taiwan - Impose Stricter Labor Penalties on Medical Centers and Regional Hospitals
Starting in August 2025, Taiwan will implement tougher labor law enforcement measures targeting large-scale healthcare institutions. The Ministry of Labor has confirmed that medical centers and regional hospitals accredited by the Ministry of Health and Welfare will now be held to the same labor compliance standards as publicly listed companies, with fines starting at TWD 50,000 for each violation. This is approximately equivalent to USD 1,692.51.
The government's move responds to widespread breaches of labor law uncovered in recent inspections, particularly in relation to overtime and excessive working hours for medical staff. Authorities found numerous instances of nurses working beyond legal limits without fair compensation, prompting concern about both patient care quality and worker well-being.
Under existing law, Taiwan's Labor Standards Act allows for fines ranging from TWD 20,000 to TWD 1 million for employers who violate employment regulations. This is approximately equivalent to USD 677.24 to USD 33,861.23. These higher thresholds previously applied only to publicly listed firms, foreign businesses, and companies with a paid-in capital above TWD 100 million or approximately USD 3,386,124.00.
Key areas of focus under the revised enforcement policy include wages, working hours, overtime pay, rest periods, and holiday compensation. Taiwan's Ministry of Labor cited its most recent data, which recorded 688 cases of unpaid or underpaid overtime, 482 cases of excessive overtime hours, and 337 cases violating rest day regulations in the healthcare sector over the past year.
The Ministry of Labor underscored that the enhanced penalties are designed to raise accountability across high-capacity hospitals and align their obligations with those of large private sector employers. The reforms are intended to deter systemic non-compliance, protect vulnerable staff such as nurses and support workers, and promote safe and fair working environments across the country's healthcare network.