Despite their undeniable awareness of importance of intellectual property (IP) for business success, many multinational companies overlook the fact that IP laws vary between countries. This has motivated us to write this article as a memento of IP that can be generated by employees. It explains the general regime related to use of such intellectual property and suggests which legal mechanisms are available to employers in safeguarding their legitimate interests in relation to IP.

By Decision No. 361 dated 24 November 2023, the Parliament decided to extend the emergency state on the entire territory of the Republic of Moldova for 30 days, starting on 1 December 2023.

On 1 January 2024, an amendment to the Labour Code came into force that introduces final liability of the construction contractor for wage claims filed by third parties against its subcontractors. This includes wage claims from any employment agencies, up to the amount of the statutory minimum wage for each employee engaged in activities for the subcontractor.

It is a common labour law problem in Hungary that in case the employee, due to medical reasons, becomes permanently unfit for the job he previously fulfilled, the employer does not amend or terminate the employment (the latter of which would entail an obligation to pay severance pay), but keeps the employee on “idle time” without giving him tasks and salary. In our article, we examine this issue in light of the recent decision of the Hungarian Supreme Court.

Poland's Weronika Kapica and Daria Rutecka, Romania's Adina Damaschin and Mara Moga-Paler, Serbia's Zoran Soljaga, Slovakia's Michal Lucivjansky, and Slovenia's Peter Gorse have all been appointed to Partner positions with Schoenherr.

Employment contracts can only be terminated on specific grounds listed in the Bulgarian Labor Code. There are over 50 grounds for termination, each with its unique facts, documents, and procedures.