Hogan Lovells’ Employment Horizons 2026 flags 2026 as a pivot year for global employment law, with political instability and AI regulation driving a sharp reset in how multinationals manage risk and workforce strategy.
The report zeroes in on five pressure points: AI and data governance in the workplace, protections for vulnerable and platform workers, DEI and pay transparency, working time and family‑friendly reforms, and tightening scrutiny on non‑competes and whistleblowing.
For global employers, the message is clear: expect more divergence, not convergence. U.S. tariffs and stricter migration rules, EU pay transparency deadlines, Vietnam‑style reskilling policies, and conflicting AI rules between Brussels, Washington and key national regulators all point to a patchwork regime that will punish one‑size‑fits‑all compliance.
At the same time, expanded leave, flexible working mandates and new whistleblower protections across Europe, Asia and the Middle East are hard‑wiring employee rights into statute, lifting litigation and reputational risk for employers that lag regulatory change.
For in‑house counsel and HR leaders searching “global employment trends 2026”, “AI in workplace regulation” or “non‑compete enforcement globally”, Hogan Lovells pitches Employment Horizons as a roadmap for cross‑border workforce planning in an era of regulatory fragmentation.
