Although the EU Pay Transparency Directive (Directive (EU) 2023/970) (the “Directive”) was adopted by the European Parliament and the Council of the European Union on 10 May 2023, and the deadline for its transposition into national law has already expired, its legal effects may nevertheless arise even in the absence of national implementing measures.

Artificial intelligence is changing how businesses operate—and increasingly, how they organise their workforce. As companies invest in automation and AI-driven tools, restructuring has become a reality across industries, raising new questions about the legal framework governing redundancy.

The development of digital labour platforms has changed not just where people work, but how work is organised and controlled. From ride-hailing to food delivery, platforms increasingly rely on algorithms to assign tasks, monitor performance and even influence access to future work.

The draft law on salary transparency introduces new obligations for employers, including structured pay policies, reporting requirements and increased scrutiny of pay differences, with significant practical implications for the labour market.

Employers must deal with a layered legal framework where immigration requirements, labour rules and EU mobility principles apply at the same time, and where the order of procedures is often decisive.

Cyber incidents have become part of everyday life, and for many organizations they can be just as disruptive as shutting the doors of a physical building. To respond to increasingly sophisticated attacks, the European Union has tightened the rules. The main tool is the NIS 2 Directive.

As workplace dynamics evolve, adjustments to roles, responsibilities, and conditions often become necessary. However, these changes must follow strict legal procedures to safeguard both employers and employees, ensuring compliance, transparency, and fairness.

The article examines the legal and ethical boundaries of digital employee monitoring in the context of remote work, emphasizing the need for a balanced approach that respects both employer interests and employee privacy.

In force since April 30, 2025, Emergency Ordinance no. 31/2025 aims to regulate certain measures for simplifying procedures in the field of urban planning and construction, as well as accelerating investments.

The adoption of the EU Artificial Intelligence Act (“AI Act”) introduces a structured regulatory framework that governs the design, deployment, and use of AI systems in the EU.