{"id":2826,"date":"2021-03-21T16:25:13","date_gmt":"2021-03-21T15:25:13","guid":{"rendered":"https:\/\/www.arqis.com\/?post_type=themenschwerpunkte&p=2826"},"modified":"2024-10-31T09:33:34","modified_gmt":"2024-10-31T08:33:34","slug":"hr-compliance","status":"publish","type":"themenschwerpunkte","link":"https:\/\/www.arqis.com\/en\/themenschwerpunkte\/hr-compliance\/","title":{"rendered":"HR Compliance"},"content":{"rendered":"
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HR Compliance<\/h1>\n <\/div>\n
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HR Compliance<\/a><\/div>\n
Themen<\/div>\n
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There is a clear trend in current court decisions and legislative proposals: compliance is no longer an option, it\u2019s a must. Compliance management is an essential corporate governance obligation and inadequacies in this area can lead to sanctions for the company and the direct liability of its executive management. What makes it all the more compelling is that, at the same time, statutory requirements of controls and processes in various areas of the company, particularly HR, are becoming more stringent.<\/p>\n <\/div>\n <\/div>\n <\/div>\n <\/div>\n <\/section>\n\n\n

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Generally, when labour law and employment protection principles and provisions are breached, the company (and its management) expose themselves to the risk of severe sanctions and other detrimental consequences, particularly in the following areas:<\/p>\n

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