Wolf Theiss Counsel Agnieszka Nowak-Blaszczak and Associate Oliwia Pecht talk about labor in 2025 in Poland.

There are not many legal sectors that experience the ground-breaking changes which employment law faces every year on the Romanian market. In the past 3 years, our legislator’s appetite to regulate and overregulate matters like avoiding harassment at work, amending long established legal templates, or the new law on social dialogue have strongly shaken the peaceful climate of employment relationships.

Our team achieved significant success defending a client before the Supreme Court of Cassation (SCC) in an employment dispute related to the amount of remuneration in the event of reduced working hours established by the employer in the event of a declared state of emergency or emergency epidemic situation (Article 138a, para. 2 of the Labour Code).

A new regulation, in force from January 28, 2025 establishes additional obligations and reporting requirements on Romanian companies with 50 or more employees in respect of hiring disabled people.

As the first publicly listed Bulgarian company in the gaming industry, Telematic Interactive Bulgaria has set its sights on aligning employee engagement with corporate growth through an ambitious Employee Stock Ownership Plan (ESOP). Being part of the team that advised Telematic on this project, in this article, I’ll provide a detailed look at the motivations behind this decision, the structure of the ESOP, and the intricate legal challenges faced during its implementation.

Remote work has transformed from an emergency measure during the pandemic into a mainstream practice, with profound implications for Romania's employment landscape. However, the legal and practical challenges associated with remote work continue to evolve, requiring employers to stay agile and informed.