Internal corporate investigations are no longer occasional procedures but essential elements of organizational integrity and risk management. In Hungary, where labor law, data protection, and criminal law intersect, companies must handle investigations with diligence. While whistleblowing systems are mandatory for certain Hungarian organizations, effectively managing reports remains challenging. Establishing robust internal policies and adhering to data protection standards from the outset are the best safeguards against corporate liability risks, as improperly handled evidence may be inadmissible in legal proceedings. As a result, internal investigations must emphasize transparency, proportionality, and lawful data management, particularly when competition law or criminal law issues arise.

As digital solutions become more widespread in business operations, the use of electronic signatures for labor-related documents is increasingly common in Slovakia. However, it is crucial for both employers and employees to understand whether such signatures hold legal validity under Slovak labor law. This article examines the key points surrounding the use of electronic signatures in labor documents.

In Austria, workforce restructuring is often necessary for companies facing economic challenges or needing to reorganize. However, the process is heavily regulated, and employers must ensure compliance with legal requirements to avoid complications and potential legal risks. This article outlines the key steps and legal obligations employers must follow when carrying out workforce reductions in Austria, with a particular focus on the importance of detailed planning, timing, and legal compliance.

Over the past years, the legislation dealing with workplace harassment has significantly expanded, with new rules and obligations continuously being added, especially for employers. Anti-discrimination laws, equal opportunity frameworks, and harassment prevention policies have all been gradually enforced, shaping an extensive legal landscape meant to protect employees from abusive behaviors.

In Latvia, the termination of employment relationships for labor union members is specifically regulated to protect their rights. However, in practice, this regulation creates significant challenges for employers, as labor unions almost always refuse to grant consent for dismissal.

The year 2025 began with a development that raised important questions regarding the interpretation of the Serbian Labor Law, specifically concerning employees’ right to compensation for commuting costs.