Outsourcing involves a transfer by a business (customer) to a third party (supplier) of the operational responsibility for the provision of a distinct business function, process, or service. Given the inherent transfer of responsibility, many outsourcing arrangements involve a transfer to the supplier of those employees who were engaged by the customer in the activity that is being outsourced. Macedonian law does not specifically regulate outsourcing transactions. Nonetheless, the Macedonian Law on Labor Relations 2005 (Labor Law) is harmonized with the EU Transfer of Undertakings Protection of Employment Directive 2001/23/EC of 12 March 2001 (TUPE) and, therefore, applies to the transfer of employees both on the initial outsourcing and on any subsequent or second-generation outsourcing.

On 14 June 2025, amendments to the Law of Ukraine “On the Organisation of Labour Relations under Martial Law” came into effect. Please note that the provisions of this law apply during the period of martial law.

The so-called “flexinovela” amendment of the Labour Code (CZ) effective from 1 June 2025 brings a number of fundamental changes, especially in terminating employment. For employers intending to issue a notice to an employee for breach of duty or to terminate employment immediately, the statutory time limits for doing so have been extended. This amendment addresses the practical needs of employers who have previously struggled to thoroughly investigate cases within the existing time frames. In this post, we will take a closer look at these revised time limits for issuing notices and immediate terminations. Generally speaking - what kind of time limits do we have and why are they important

The National Labour Inspectorate's report on the status of equality and discrimination in employment relations for the year 2024 shows that discrimination in the workplace is a hot topic.

Mihaj, Ilic & Milanovic has promoted Jelena Papic and Bojan Jankovic to Partner.

HR sci-fi is unfolding before our eyes: there is no doubt that HR technologies represent one of the fastest-evolving segments of digitalization and artificial intelligence. Today, it’s entirely common for candidates to be interviewed by AI chatbots, payroll processes to be assisted by AI-based software, and predictive analytics powered by AI to be used in workforce planning. While progress cannot be halted, it's essential to pay close attention to legal compliance requirements during this hyperspace-speed transformation—otherwise, poorly executed digitalization could lead to serious headaches.