The Court of International Commercial Arbitration attached to the Chamber of Commerce and Industry of Romania (CCIR Court) has introduced revised arbitration rules, effective January 1, 2025. These updates aim to enhance efficiency, align with international best practices, and respond to evolving business needs.

The Romanian High Court’s binding decision of 17 June 2024 clarified that only NGOs explicitly authorized by law can administer institutional arbitration in Romania, addressing conflicting case law and excluding international arbitral institutions and chambers of commerce from its scope.

The Constitutional Court of Romania has delivered a landmark ruling through Decision no. 91/2024, reshaping how employers address situations involving conditionally fit employees.

In Romania, recent legislative changes have introduced several new types of special leave aimed at addressing the needs of employees facing family emergencies, childcare, and caregiving responsibilities.

In a significant move towards shaping fairer and more competitive markets, the Commission has unveiled its draft Guidelines addressing abuses of dominance under antitrust law.

Late last year, the Romanian government introduced the Guide on Preventing and Combating Harassment Based on Sex and Moral Harassment at the Workplace through Government Decision no. 970/2023.

On May 10, 2024, Romania concluded a public consultation initiated by the National Directorate of Cyber Security to discuss the implementation of the EU Directive 2022/2555 (NIS II), marking a significant step in enhancing the nation’s cybersecurity infrastructure.

Romania has taken a significant step towards fostering inclusivity and accessibility by successfully transposing Directive (EU) 2019/882, commonly known as the European Accessibility Act (EEA).

In the realm of trade union practice, a pertinent question arises: Can employees belong to a trade union operating in a different collective bargaining sector from their employer? This query carries significant implications for collective bargaining dynamics.

Addressing workplace harassment requires quite comprehensive understanding of legal frameworks and investigation procedures.