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  • KSB Advises Avant Loan Sicav on EU Growth Prospectus

    Kocian Solc Balastik has advised Avant Loan Sicav on its first EU growth prospectus.

    According to KSB, “with over a quarter of a billion in fund capital, the investment fund focuses on mezzanine financing within the group and is managed by Avant, a leading Czech investment company. The fund’s investment strategy is to provide short to medium-term secured loans to investment funds and their subsidiaries within the Avant ecosystem.”

    In 2023, KSB advised Avant Financial Group on its EU growth prospects (as reported by CEE Legal Matters on May 17, 2023).

    The KSB team included Partner Vlastimil Pihera and Lawyer Josef Kriz.

    KSB did not respond to our inquiry on the matter.

  • Eversheds Sutherland and Cobalt Advise on Sale of Meditec AB and Medicloud to Everfield

    Eversheds Sutherland has advised Everfield on its acquisition of Meditec AB and Medicloud SIA. Cobalt advised the sellers.

    Everfield is an investor focused on European software companies.

    Meditec AB and Medicloud SIA are Latvian healthcare software companies.

    The Eversheds Sutherland team included Senior Partner Maris Vainovskis, Partner Anete Marhele, Senior Associate Dmitrijs Nemirovskis, Associates Beatrise Luksevica and Sintija Plata, Lawyer Lauma Renina, and Junior Lawyer Edijs Bierands.

    The Cobalt team included Managing Partner Lauris Liepa, Partner Sandija Novicka, Senior Associate Diana Zepa, and Associate Vadims Zvicevics.

  • Dunovska & Partners Advises Aricoma on Dual Acquisition of Czech IT Companies

    Dunovska & Partners has advised Aricoma on a parallel dual acquisition of IT companies TaxLabs from Synteca and Gist from individual sellers. Rowan Legal reportedly advised Synteca. Kaplan & Nohejl reportedly advised the sellers of Gist.

    Aricoma is a Czech Republic-based provider of end-to-end services and IT solutions.

    According to Dunovska & Partners, the IT companies in question “play a significant role in the development of the Automated Tax Information System for the Czech Republic.”

    The Dunovska & Partners team included Partner David Urbanec and Junior Associate Marketa Kolarikova.

    Editor’s Note: After this article was published, Rowan Legal confirmed its involvement to CEE Legal Matters. The firm’s team included Partners Jan Frey and Vladimir Hejduk and Junior Associate Michal Hybrant.

  • Mihai Iorga Makes Partner at Dragne & Asociatii

    Dragne & Asociatii has promoted Mihai Iorga to Partner.

    The same promotion round also saw Joita Oana Eveline promoted to Senior Associate and Alexandru Dragne, Madalin Grigore, and Lucian Epure promoted to Managing Associates. 

    According to Dragne & Asociatii, as a Partner, “Mihai will focus on providing strategic legal assistance in labor law and commercial law projects while continuing his involvement in complex restructuring and insolvency procedures. His dedication, expertise, and results-driven approach have consistently contributed to the success of our clients and the growth of our firm.”

    “These promotions reflect the talent, hard work, and commitment of our team,” commented Managing Partner Ion Dragne. “We are proud to see Mihai and our Managing Associates step into these roles, and we are confident they will continue to excel, bringing value to our clients and further strengthening our firm’s expertise.”

  • Martin Jurecko Joins CMS Bratislava as Partner

    Martin Jurecko has joined CMS as a Partner in its Bratislava office’s Real Estate practice.

    According to CMS, Jurecko has “over 20 years experience advising clients on real estate and construction, corporate and M&A, and banking and finance law. His other areas of expertise include commercial and disputes law.”

    Before the move, Jurecko was a Co-Owner of MCL Law Firm, between 2017 and 2024. Earlier, he was a Partner with Havel & Partners legacy firm Havel, Holasek & Partners between 2013 and 2017. Earlier still, he was a Senior Associate with White & Case between 2004 and 2013. He began his career with Krivak & Co, where he was an Associate between 2002 and 2004.

    “I am very excited to join CMS in Bratislava and contribute to the firm’s growth,” said Jurecko. “The firm is well-known for its strength in real estate and other core sectors across Europe, and I look forward to collaborating with CMS colleagues across the region to help supercharge both its real estate offering and broader capabilities in Bratislava.”

    “We are delighted to welcome Martin to CMS,” commented Bratislava office Managing Partner Juraj Fuska. “His deep experience in real estate, combined with his broad knowledge across M&A, banking and finance, and other key practices, complements our current offering in Bratislava and will enhance the services we deliver to clients.”

    “Martin’s arrival is a significant step in the continued growth of our CEE Real Estate practice,” added Head of CEE Real Estate and Construction Lukas Hejduk. “As the demand for real estate expertise continues to rise in key markets across CEE, including Slovakia, Martin’s extensive expertise and strategic insights will play a key role in expanding our capabilities and helping clients navigate the dynamic landscape.”

  • Redundancy Procedure in Serbian IT Sector: Causes and Outcomes

    The IT sector, a cornerstone of modern economies, is not immune to market fluctuations and corporate restructuring. While its growth trajectory often defies broader economic downturns, redundancies in IT have become a reality in Serbia and across Europe due to shifts in demand, technological evolution, and economic uncertainties. This article delves into the redundancy procedure in Serbia’s IT sector, contrasts it with practices in Europe, and explores the causes and potential outcomes of such measures, with real-world examples.

    Legal Framework for Redundancies in Serbia

    The Serbian Labor Law (“Zakon o radu”) provides detailed procedures to ensure that redundancies are executed lawfully and fairly. Below is an expanded step-by-step overview with nuances tailored to the IT sector.

    Employers must substantiate their decision with economic, organizational, or technological reasons. For IT, typical triggers include reduced demand for specific technologies (e.g., legacy software), cost-cutting imperatives, or integration of new tools like AI and automation platforms.

    Employers with more than 20 employees must create a formal redundancy program. In IT companies with flat hierarchies, this program often addresses roles like QA testers, customer support staff, or mid-level developers, where automation or outsourcing might replace human labor.

    Employers must inform the National Employment Service (NES) 30 days before implementing redundancies. This timeframe allows NES to offer resources such as reemployment programs or career counseling.

    Affected employees are entitled to severance pay, based on the employee’s length of service. Additional compensation may be negotiated for highly skilled IT professionals, such as developers or project managers, to ensure smoother transitions.

    Employers must ensure proper documentation of the redundancy process to avoid procedural breaches, which needs time. The most common cause of lawsuits for unlawful layoff are procedural deficiencies, arising from skipping certain steps in the procedure or failing to comply with statutory deadlines. Legal departments of IT companies are often compelled to commit such oversights due to time pressure imposed by employers.

    Causes of IT Redundancies

    Startups in Serbia’s IT hubs like Novi Sad and Belgrade, many backed by venture capital, face budget constraints due to global funding slowdowns. In Europe, companies like Klarna and Bolt have announced layoffs citing similar reasons.

    The adoption of tools like generative AI (e.g., OpenAI’s Codex) reduces the need for human programmers in certain roles, making manual coding or entry-level testing jobs redundant. Many IT firms expanded during the pandemic to meet increased demand for digital solutions. As this demand normalizes, staffing levels are being recalibrated.

    Redundancy Practices in Europe: Best Practices and Differences

    In Germany, employers must negotiate with workers councils when planning layoffs. In IT, social plans often include opportunities for reskilling employees in cloud computing, AI, or cybersecurity.

    On the other hand, in France, redundancies involve justifying layoffs to labor inspectors. In IT, companies frequently mitigate impacts through voluntary departure plans with enhanced severance pay.

    In United Kingdom, however, the focus is on fair and transparent selection criteria for redundancies. IT firms like Revolut have used this process to reduce roles in back-office IT operations while investing in growth areas like blockchain development.

    Examples of IT Redundancies in Serbia and Europe

    Nordeus, a Belgrade-based gaming company acquired by Take-Two Interactive, recently downsized certain non-core teams to align with its parent company’s strategic goals. Despite layoffs, affected employees were offered retraining and support for career transitions. Endava, a global IT service company with operations in Serbia, announced redundancies in its testing division, citing automation initiatives. The company, however, retained some employees by transitioning them into roles focused on emerging technologies.

    The social media giant Meta announced layoffs in its European offices, impacting roles in its AI and VR divisions. The company provided severance packages and career support for affected employees. The e-commerce platform Zalando reduced its workforce in IT and support roles, citing shifts toward automation and machine learning tools.

    Outcomes of IT Redundancies

    Immediate cost reductions allow companies to invest in strategic priorities such as R&D or product innovation.The availability of skilled professionals, especially software engineers and data scientists, often strengthens other sectors or startups. For example, laid-off developers from Serbian IT firms frequently find opportunities in freelance markets or with regional tech startups.Excessive layoffs risk losing experienced professionals to international competitors, exacerbating Serbia’s “brain drain” problem.

    Procedural errors during redundancies can lead to employee lawsuits, with Serbian courts favoring employee rights in cases of non-compliance.

    Serbia’s structured legal framework, combined with lessons from European practices, offers a roadmap for handling layoffs with fairness and transparency. Employers that prioritize retraining, compensation, and compliance not only uphold their obligations but also protect their reputation and foster resilience. By focusing on ethical and forward-thinking approaches, IT firms can navigate redundancies in a manner that benefits both employees and the broader economy.

    By Nenad Cvjeticanin, Managing Partner, Cvjeticanin & Partners

  • Redemption of Shares under Romanian Corporate Law

    The acquisition by a joint-stock company of its own shares, also known as share buy-back, is permitted under Romanian law, as provided by Articles 103 – 109 of the Companies Law no. 31/1990 (“Companies Law”). The operation is, however, limited by certain conditions, based on reasons such as the goal to avoid speculation by the company on the price of its own shares or the difficulty to accept that the company can be, at the same time, a shareholder (being thus both debtor and creditor)[1].

    Conditions 

    As such, the following conditions must be met cumulatively:

    1. the acquisition must be decided by the extraordinary general meeting of shareholders, which shall mainly determine the methods of acquisition, the maximum number of the shares that will be acquired, the period of time required for carrying out the operation, which may not exceed 18 months from the date of publication of the decision in the Official Gazette, Part IV, as well as the minimum and maximum consideration for the shares;
    2. the total value of own shares (including those already in its portfolio) must not exceed 10% of the subscribed share capital;
    3. only fully paid-up shares may be acquired and only if the subscribed capital is fully paid-up;
    4. the payment for the shares so acquired may be made only out of the distributable profits and available reserves of the company, as shown in the last approved balance sheet, except for legal reserves.

    Consequences and possible sanctions

    It is important to note that shares redeemed by the company in breach of the conditions listed above, irrespective of the number of conditions breached, must be disposed of within one year from the date of their acquisition. If this does not happen, the shares that the company acquired will have to be cancelled, with the effect of also reducing the share capital, corresponding to the percentage of the share capital represented by the cancelled shares.

    Therefore, in such a situation, the law imposes two obligations for the company:

    1. to dispose of the shares within one year from the date of their acquisition;
    2. if the transfer of the shares has not been completed within one year, to cancel the shares.

    If the amount of share capital resulting after the reduction falls below the legal minimum share capital amount, the company will have to replenish its share capital or go into liquidation. 

    Even if the special conditions imposed by the Companies Law are fulfilled, there are two other possible negative outcomes, granted by the general remedies provided by the law:

    The annulment of the GMS Resolution which approves the transfer of the shares 

    When shares are redeemed by way of transfer, the acquisition is, in principle, made proportionally from all existing shareholders. Therefore, the participations remain the same and no shareholder is affected by a share dilution as a result. 

    However, the acquisition can also be performed from only one or some of the shareholders. In this case, the interests of the shareholders whose shares are diluted following the transaction can be affected, as they no longer have the same voting rights or dividend rights – naturally, through such a transaction, some shareholders are preferred to others. The remedy that the law provides for them is the possibility of requesting the annulment of the General Meeting of Shareholders (GMS) Resolution[2], on the grounds of article 136^1 of the Companies Law, which states that shareholders must exercise their rights in good faith, respecting the rights and legitimate interests of the company and of other shareholders

    What is more, the interests of the creditors of the company can also be harmed through such a GMS Resolution, especially if the transaction leads to the annulment of the shares and the reduction of the share capital, as such operation might prejudice them.

    The legal mechanism set by the Companies Law for the creditors’ protection is the opposition provided by article 61. As such, the company’s creditors affected by the decisions of the shareholders which led to the amendment of the articles of association may be subject to the opposition of the creditors, through which they may request the court to order the company or the shareholders to pay compensation for the damage caused.

    The company’s tort liability

    Besides the possibility of annulling the GMS Resolution which approves the transfer of the shares, the company may potentially remain liable in tort for the damage caused to the shareholders, because of the transaction.

    Nonetheless, it remains debatable how this liability could be triggered, since it concerns the same shareholders who have voted for the acquisition of the company’s own shares in the general meeting of shareholders in the first place. In this case, the ones who would most likely have interest in triggering tort liability are the shareholders who voted against the transfer, those who did not participate in the GMS and the minority shareholders, who can act under article 136^1 of the Companies Law, which states that shareholders must exercise their rights in good faith, respecting the rights and legitimate interests of the company and of other shareholders, including the rights and legitimate interests of the minority shareholders. 

    Exceptions to the special conditions provided by the law

    The aforementioned conditions are not applicable for all cases of redemption of the company’s own shares, as there are certain situations where such conditions become superfluous or unnecessary. Therefore, the restrictions do not apply if:

    1. the acquisition of the company’s own shares is followed by their annulment, as a result of a shareholders’ resolution to reduce the share capital;
    2. the shares are acquired following a transfer by universal title – for instance, a merger or a de-merger where the resulting company is a subsidiary of the company which ceases to exist;
    3. fully paid-up shares are acquired by virtue of a court judgment in enforcement proceedings against a debtor who is also a shareholder of the company;
    4. fully paid-up shares are acquired through gratuitous legal acts, such as donation or will.

    In these cases, the company can acquire its own shares without any limitation or restriction provided by the law.

    The first situation occurs when the purpose of the redemption is to reduce the share capital. Since the reduction is the declared purpose of the acquisition itself, in this case, applying the sanction provided by the law – the annulment of the shares – would be futile, as the reduction of the capital will be made either way, by cancelling the shares thus acquired.

    As regards the second case, the universal succession is the result of a merger by absorption where the acquiring company was, prior to the merger, a shareholder of the company being absorbed. Being part of the assets of the company that is acquired, the shares become part of the assets of the acquiring company, which thus becomes the owner of its own shares.

    The third situation is that of a court judgment in an enforcement procedure against a shareholder who is equally a debtor of the company. This particular case concerns the situation where the pursuing creditor is the issuer of the shares (i.e., the company), while the pursued debtor is the owner of those shares. Since the shares represent the object of the enforcement, as a result of the court judgment, the company’s interest of collecting its debt is prioritized, hence the lack of any restrictions in this case.

    The fourth situation is where the shares are acquired gratuitously. Since the transfer is free of charge, there is no counterpart from the company, which means that there is no decrease in the assets of the company and therefore the shareholders or the creditors cannot be harmed in any way. 

    The legal status of the shares thus acquired

    According to Article 105 of the Companies Law, during the period of their ownership by the company, the redeemed shares do not entitle either the company itself or any of the shareholders to any dividends. Moreover, the voting rights corresponding to the same shares are suspended as long as the shares are owned by the company. This is a logical consequence, since the purpose of a general meeting of shareholders is to determine the company’s best interests and will. As such, it would be a legal nonsense for the company’s will to be determined, at the same time, by the votes exercised by the shareholders in their own name and by the votes corresponding to the shares owned by the company itself. 

    The same reasoning applies to the impossibility of receiving dividends for the company’s own shares. In fact, in this case, there is an inherent incompatibility between the two notions: since the dividends represent the part of the profit that is distributed to the shareholders, by their very essence, they cannot be attributed to the company itself. It is important to note that these rights over the shares do not cease to exist but are merely suspended for a certain amount of time, since it is presumed by the law that, at some point, this status- quo will change, as the shares will either be transferred or annulled. Therefore, this status is, essentially, temporary ope legis.

    [1] CĂRPENARU St.D., PIPEREA Gh., DAVID S., The Annotated Companies Law, edition 5, C.H.Beck publishing house, 2014, page 332.

    [2] BODU Sebastian Valentin, THE ACQUISITION BY A COMPANY OF ITS OWN SHARES, Romanian Journal of Business Law no. 1 of 2004.

    By Razvan Vlad, Partner, and Daria Anghel, Associate, NNDKP

  • How to Lawfully Navigate Social Media Checks in Recruitment

    In today’s digital age, social media has become a ubiquitous presence in our personal and professional lives. For employers, these platforms offer a valuable yet complex tool in the hiring process. While the potential to gather additional insights about job candidates is enticing, it also raises significant legal questions regarding privacy and data protection.

    This article explores the legal boundaries surrounding employers’ use of social media in the recruitment process, particularly under the framework of the General Data Protection Regulation (GDPR). By gaining this understanding, employers can navigate the recruitment process more effectively, ensuring they respect candidates’ privacy while making informed hiring decisions.

    Legal Basis for Collection of Information from Job Candidates’ Public Social Media Profiles by Employers

    The collection of information about job candidates from their publicly accessible social media profiles constitutes personal data processing. Employers can engage in this activity only if they have a legal basis and have duly informed the candidates.

    Typically, this processing is grounded in the so-called “legitimate interest” of the employer, acting as a data controller. Legitimate interest is one of the six legal bases allowing for the lawful processing of personal data under the GDPR.

    For an employer to claim legitimate interest, they must conduct and document a “balancing test.” This involves weighing their legal interests against the rights and freedoms of the data subject (the job candidate), considering the candidate’s reasonable expectations. This test must be done before data collection, and its outcome determines whether the employer can lawfully use this basis for processing.

    The employer’s interest will be justified if the data processing includes only relevant, limited, and necessary information for the recruitment purposes, and it aligns with the candidates’ reasonable expectations. This typically involves information about education, professional experience, and other relevant data publicly shared by candidates on professional networks like LinkedIn.

    Next, consent can also be an appropriate basis for personal data processing provided that the data subject has a genuine choice to grant or withhold consent without facing negative consequences. If these conditions are not met, the consent is not considered freely given and is therefore invalid.

    Given the imbalance of power in the relationship between employer and (future) employee, it is unlikely that the data subject would be able to refuse to give their consent to the employer for data processing without fearing adverse consequences as a result of that refusal (e.g., the risk of their application being rejected and losing the job opportunity). Consequently, the European Data Protection Board finds it problematic for employers to process the personal data of current or future employees based on consent.

    Notification Obligations and Right to Object

    It is advisable to notify candidates that their social media activity (and on which platforms) will be checked before they enter the recruitment process – for example, by including this information in the privacy notice accompanying the job advertisement. If this has not been done, or if the candidate applies “spontaneously” without there being a published job advertisement, the notice should be provided during the initial contact after receiving the application, before any checks and corresponding data processing begin.

    It should be noted that a job candidate can object to checks of their social media activity, and the employer must inform them of this right.

    Upon objection, the employer must cease the processing unless they can demonstrate compelling legal grounds that outweigh the candidate’s interests, rights, and freedoms.

    Employers should not exclude candidates from the recruitment process for objecting to social media checks. Doing so would excessively infringe upon the candidate’s rights and interests. It would be challenging for the employer to justify that no other methods, less intrusive than social media checks, could achieve the same processing purposes.

    Data Minimization

    The employer has the right to collect only such data that are relevant and limited to what is necessary in relation to the purposes for which they are processed – this is the so-called “data minimization” principle outlined in the GDPR. Collecting information about marital status and personal opinions on various public topics will generally violate this principle, and the employer is not entitled to do so. Moreover, processing such data poses a risk of discrimination in the selection process based on, for example, ethnic origin, religion, or beliefs, as a result of obtaining personal information.

    Enforcement and Sanctions

    The GDPR has gained notoriety for its stringent sanctions, which can amount to €20 million or 4% of a company’s global annual turnover, whichever is higher, underscoring the critical importance of data protection compliance.

    So far, based on the publicly available information regarding the practices of data protection authorities in EU member states, no sanctions have been imposed on employers for unlawfully collecting information from candidates’ social media profiles.

    However, issues related to the lawfulness of such checks by employers (or recruitment agencies) have caught the attention of supervisory authorities, leading to clarifications in various opinions, guidelines, and other documents. For instance, Italy has an approved code of conduct for recruitment agencies, stating that checks should be conducted only on candidates’ profiles in professional networks, and information collection should be limited to relevant professional qualifications.

    Key Takeaways

    In conclusion, it should be noted that the internet offers employers vast opportunities to access information about candidates that they would not have the right to request during recruitment, such as “sensitive” data about political views, religious beliefs, health status, or sexual orientation. Although the employer does not have the right to use such information, learned for example from a candidate’s personal Facebook profile, the hiring decision may still be influenced by it. Therefore, it is important for individuals to be aware that they can have control over the information about them on the internet and to be mindful of the “digital footprint” they leave behind.

    When it comes to employers, the integration of social media checks into the recruitment process presents both opportunities and challenges. It is essential for them to navigate this area with caution, adhering to legal requirements and respecting the privacy rights of candidates. 

    This article is subject to copyright. It expresses the opinion of the author and should not be considered as a recommendation to take certain actions or legal advice.

    By Irena Koleva, Senior Associate, Deloitte Legal

  • Platform eConsultations: Easier Way of Informing and Enabling the Participation of Interested Parties in the Process of Preparation and Adoption of Regulations

    Back in the year 2021 the platform „eConsultations“ was set up under the Decision of the Government of the Republic of Serbia on the establishment of platform „eConsultations“ with the goal of enabling easier participation of interested parties/public in the process of preparation and adoption of not only laws, but also of other regulations and acts, by possibility for the public to be informed through this platform of whether certain law or regulation is in the process of preparation or of when shall the public hearing regarding a draft law take place, as well as by possibility for the interested parties/public to take part in the process of preparation and adoption of these acts by providing comments electronically (online).

    In September 2024 the Government of the Republic of Serbia adopted a new decision – the Decision on managing and manner of use of the platform „eConsultations“ which brought certain changes in comparison to the initially established system, mainly in terms of somewhere different distribution of competencies for managing and conducting of expert tasks related to the platform, but without affecting the substance and purpose of the platform “eConsultations” – which is that this is a unique electronic platform for conducting of consultations and public hearings in the process of preparation and adoption of regulations (and, pursuant to the wording of the new decision of the Government, planning documents).

    In the light of adoption of the new Decision of the Government on managing and manner of use of the platform „eConsultations“ it would be interesting to make a short overview of the main features of this platform, and thereof enable a wider circle of parties that are potentially interested in the process of preparation and adoption of (certain) regulations and that would „have something to say“ in the context of amendments/supplements/introduction of new regulations proposed by public bodies, to get familiarized with the possibilities offered through this platform, or to remind them that this way they can follow the activities of public bodies before one law is yet in the phase of law proposal, i.e. before some other regulation is adopted.

    What is the first thing platform „eConsultations“ provides us with – Information. All relevant information on consultations and public hearings in regard to regulations and planning documents adopted by public bodies within their competencies are published on the platform „eConsultations“.

    Thus, instead of having interested parties search e.g. web pages of different ministries in order to be informed on whether the preparation or adoption of new regulations or amendments and supplements of existing ones are planned, the regulations and other acts in the process of preparation (working drafts) or in the process of public hearing (draft laws), proposed by different authorities (public bodies), are listed in chronological order (from latest)  on the platform „eConsultations“.

    Platform also provides information on the time period in which comments/suggestions/remarks in the process of preparation of proposal of certain regulations or planning documents (or their revisions) are being collected, i.e. on the time period in which comments regarding certain draft law are being collected, i.e. on time period when public hearing is conducted.

    The public hearing regarding the draft Law on seeds and planting materials of agricultural and ornamental plants, published by the Ministry of Agriculture, Forestry and Water Management, was active until not so long ago (until 19 November 2024), same as the notice on collecting comments on proposed amendments of the program for improvement of management of public policies and regulatory reform 2021-2025 with Action plan (until 15 November 2024), published by the Republic Secretariat for Public Policies. Thus, regulations, i.e. planning documents in the process of preparation from various fields are all publicly available in one place – the platform “eConsultations”.

    Who is obliged to use the platform „eConsultations“ – in connection with the previous point, it should be mentioned that the state administrative bodies are the ones that are obliged to timely publish complete information on consultations and public hearings in connection with the regulations within their scope of competencies on the platform „eConsultations“, while autonomous provinces and local self-government units may do so (but are not under obligation to do so). Therefore, if you are interested in activities on the autonomous province or local level, it is not certain that the subject of your interest shall be visible and available on this platform.

    What other conveniences are available at the platform „eConsultations“ – besides providing information on active phases of consultations in the process of preparation of certain regulation/planning documents, or on active public hearings regarding certain draft laws, platform also provides information on how can one send/submit its comments/suggestions.

    Registration with platform „eConsultations“ – besides these general information/features that are available regardless of whether you are a registered user of the platform or not, platform „eConsultations“ provides the possibility to become a registered user (individual or as a representative of an organization). In order to register one needs to use either a qualified electronic certificate or ConsentID mobile app. Besides the possibility of submitting comments to working versions of regulations/planning documents, i.e. within public hearings regarding draft laws, registration enables for its users other, additional features (e.g. selection of fields of interest for which you wish to be provided with notifications).

    By Marija Vukcevic, Senior Associate, JPM Partners

  • Parliament Decided to Extend the State of Emergency

    The Hungarian Parliament voted to extend the state of emergency with an additional 180 days. The Hungarian Government declared a state of emergency by a government decree that entered into force on 25 May 2022.

    The state of emergency has since been extended several times, most recently by a government decree published in the Hungarian Official Gazette on 17 April 2024 until 20 November 2024.

    According to the Constitution of Hungary, a state of emergency may be declared for thirty days, but the Government may extend the state of emergency based on the authorisation of Parliament if the circumstances giving rise to the declaration of a state of emergency persist. The declaration of a state of emergency was necessary since a state of emergency is a special legal regime under the Constitution of Hungary, where the Government may issue a decree suspending the application of certain acts, derogate from certain provisions of acts and take other extraordinary measures, thus allowing a faster and more effective response to international events.

    According to the explanatory memorandum to the act it is required to further extend the state of emergency since it is still necessary to ensure the possibility of developing effective, rapid national responses in order to deal with the consequences of the Russian-Ukrainian armed conflict and to manage the consequences of international, economic changes.

    The act entered into force on 15 November 2024, on the day following its publication in the Hungarian Official Gazette, in which the Parliament authorises the Government to extend the state of emergency until 18 May 2025.

    By Levente Csengery, Partner, KCG Partners Law Firm