April 2023 – Early 2023 is shedding light on how to implement the numerous changes to Romanian labour law that occurred during 2022. In addition, at the EU level, a new directive which is set to come into force provides for equal pay for women and men.

Under a law passed by Parliament yesterday, all companies with more than 50 employees will be obliged to have a whistleblowing system in place from December. Employers with 250 employees cannot wait any longer, as they will have 60 days to implement the system. The question is, of course, whether companies will see the regulation as another unnecessary administrative burden or whether it will trigger an avalanche of internal investigations.

The business world is evolving at lightning speed, and technology is at the forefront of this change. One of the most significant technological advancements is the use of chatbots such as OpenAI's ChatGPT. Even though using ChatGPT might sound like a good idea and simplify workflows, its widespread use in the workplace can be a double-edged sword, raising concerns about the potential risks and legal issues that employers must take into account to safeguard their business.

The Hungarian Data Protection Authority (NAIH) recently issued a new guidance on the making and keeping of copies of employees' qualifications to comply with ISO 9001:2015 quality management standards.

What does the new whistleblowing system entail?

In line with Directive (EU) 2019/1937 of the European Parliament and of the Council on the protection of persons who report breaches of Union law, the Hungarian Parliament adopted a new law on complaints, whistleblowing and rules for reporting breaches, which replaces previous legislation. Below we have summarized the key points of the new rules. This information has been prepared for private sector actors.

In these days when 1.4 million workers in active working life in Turkey are expected to retire immediately by benefiting from the legal regulation regarding retirement age victims (“EYT”), it is important to evaluate the effects of this situation on employers, to determine in advance how employers will manage this process and, if necessary, to publish workplace regulations on this issue for the following reasons: