Canada (Manitoba): New Limits on Employer Requests for Sick Notes Effective October 1, 2026
Beginning October 1, 2026, Manitoba will introduce new rules limiting when employers can request medical documentation for employee absences due to illness or injury. The amendments to the Employment Standards Code also require employers to reimburse employees for reasonable costs incurred when obtaining a sick note.
Key changes include:
- Employers may request a sick note only after an employee has been absent for more than seven consecutive days or for more than 10 scheduled workdays due to illness or injury within the same calendar year. Partial days count toward the annual threshold.
- Employers must accept documentation from a broader range of qualified healthcare professionals, including nurse practitioners, nurses, physician assistants, psychologists, licensed practical nurses, and midwives, as well as equivalent professionals outside Manitoba.
- If an employer requests a sick note, it must reimburse the employee for any reasonable fee charged to obtain it. Employees must submit proof of the expense within 30 days, and reimbursement must be made within 30 days of receiving that proof.
- Existing requirements for medical certificates related to statutory leaves or return-to-work clearances remain unchanged.
Implication
Employers should update attendance and sick leave policies, train managers on the new restrictions, and establish procedures for reimbursing employees when medical documentation is required.
South Korea: Revised Workplace Harassment Manual Strengthens Employer Responsibilities
On July 2, 2026, South Korea’s Ministry of Employment and Labor (MOEL) released a revised Manual on the Prevention of and Response to Workplace Harassment, expanding on updated complaint-handling guidelines issued earlier this year.
The revised guidance includes:
- Stronger safeguards for workplace harassment investigations, including recommendations that accused employers not conduct self-investigations and that investigation committees or external experts be used where appropriate.
- Clearer guidance on protecting the integrity of the reporting process while discouraging repeated, bad-faith, or retaliatory complaints that disrupt workplace operations.
- Expanded clarification of what may constitute workplace harassment, including situations involving informal authority rather than formal job title, unreasonable work assignments, or conduct that lacks a legitimate business purpose.
- Enhanced employer obligations to investigate suspected harassment, implement interim protective measures, safeguard confidentiality, and ensure investigations remain objective and free from improper influence.
- Expanded government support, including additional training for smaller employers and greater use of expert committees to improve consistency in handling complex cases.
Implication
Employers should review workplace harassment policies, investigation procedures, and manager training to ensure complaints are handled fairly, confidentially, and in line with the updated guidance.
Sweden: New Anti-VAT Fraud Measures Take Effect
Effective July 1, 2026, Sweden has implemented new anti-VAT fraud legislation that gives the Swedish Tax Agency broader authority to combat VAT abuse and strengthen enforcement.
The new measures allow the Tax Agency to:
- Conduct enhanced verification during the VAT registration process.
- Refuse or cancel VAT registrations where legal requirements are not met.
- Mark VAT registration numbers as invalid within the EU’s VAT Information Exchange System (VIES).
- Delay or suspend VAT refunds where there is a risk of fraud or inaccurate reporting.
- Require applicants to verify their identity in person during the registration process when necessary.
These measures are designed to improve the integrity of Sweden’s VAT system and reduce fraudulent activity in both domestic and cross-border transactions.
Implication
Businesses operating in Sweden should review their VAT registration information, supporting documentation, and refund processes to ensure records are accurate and complete under the strengthened compliance framework.
Argentina: Buenos Aires Modernizes Corporate Filing Framework
The Public Registry of Commerce (IGJ) in Buenos Aires has introduced a series of reforms designed to modernize corporate filings, expand digital services, and reduce administrative burdens for registered entities.
Key Changes
Financial Statements Moratorium
- The deadline to regularize overdue financial statements has been extended through December 31, 2026.
- Companies may file all outstanding financial statements by paying a single filing fee, regardless of the number of overdue fiscal years.
- The moratorium also applies to financial statements for fiscal years ending June 30, 2026.
- Administrative proceedings for missed filings are suspended during the moratorium period, except where required by court order.
Digital Filing Platform
- The IGJ has launched a new online documentation system for submitting and managing corporate filings electronically.
- Digital submissions will have the same legal validity as paper filings.
- Access will be available through the IGJ portal using ARCA Tax Password credentials with the required security level.
- The platform will be implemented in phases as additional technical guidance is released.
Updated Financial Statement Filing Rules
- Effective July 3, 2026, companies may submit financial statements electronically under a revised filing regime.
- The existing 15-day filing deadline following shareholder approval remains unchanged.
- Certain corporations will no longer be required to submit financial statements to the IGJ before the shareholders’ meeting.
- Updated accounting and reporting requirements will apply to certain companies, associations, and foundations.
Business Impact
Companies registered with the Buenos Aires Public Registry should review any outstanding financial statement obligations and prepare internal processes for expanded digital filing requirements.
India: New Employees’ Provident Fund Scheme Takes Effect
Effective: June 29, 2026
India has implemented the Employees’ Provident Fund (EPF) Scheme, 2026, replacing the long-standing 1952 framework under the Code on Social Security, 2020. While the core contribution structure remains largely unchanged, the new rules modernize administration, digital compliance, and employer reporting.
Key Changes
Coverage and Membership
- Existing EPF members automatically transition to the new scheme.
- Current account balances and contribution history remain intact.
- Employees earning above the statutory wage ceiling continue to be excluded unless both employer and employee elect voluntary coverage.
- A formal process has been introduced to resolve membership eligibility disputes.
Contributions and Withdrawals
- Employers and employees will continue to contribute 12% of EPF wages, with certain eligible employers remaining subject to a reduced 10% contribution rate.
- Employees may voluntarily contribute above the statutory wage ceiling.
- Withdrawal rules have been streamlined for retirement, disability, unemployment, overseas employment, housing, education, medical expenses, and other qualifying events.
Expanded Digital Compliance
- Members must maintain updated Aadhaar, PAN, Universal Account Number (UAN), bank account, and nominee information.
- Electronic nominations and account updates are now supported.
- Employees must disclose previous EPF membership to facilitate account portability.
Employer Reporting Requirements
- Employers must submit employee information electronically and report new hires, terminations, contribution details, ownership changes, and authorized signatories.
- Digital employment records and electronic compliance reporting are now emphasized.
- A consolidated Form V must be submitted within 15 days after the scheme becomes applicable.
Enforcement and Governance
- Interest on EPF balances will continue at annually prescribed rates.
- The new framework introduces graduated penalties for delayed EPF contributions and late statutory filings.
- Governance requirements have also been strengthened for exempt provident fund trusts and international worker arrangements.
Business Impact
Employers should review payroll systems, HR procedures, employee records, and digital reporting processes to ensure compliance with the new EPF Scheme. Organizations with international employees or exempt provident fund trusts should also assess whether additional compliance updates are required.