The European legislator is ushering product liability rules into the digital age. With the new Di-rective (EU) 2024/2853, which replaces the old product liability directive, software, AI, and da-ta-driven products now also fall under the liability regime. This means that product liability is no longer limited to physical goods, with direct consequences for manufacturers, developers, and companies deploying smart technology.
Outstanding vacation days are often perceived as merely an administrative matter. In reality, you are accruing a legal obligation that can quickly become significant. For employers, December is therefore the prime moment to finalize this dossier. Not because it is required, but because otherwise, you may carry avoidable risks into the next year.
The essence is clear: vacation days only expire if you, as the employer, can demonstrably fulfil your duty of care and your obligation to inform. If this is not the case, vacation days do not lapse or become time-barred. In practice, we see this go wrong more often than necessary. I previously addressed this in the last HR alert, but now we will delve deeper. This is something you, as the employer, must have thoroughly arranged, especially with the new year in sight.
Black Friday generates turnover but also attracts the attention of the ACM. The regulator enforces…
Key point for employers: even a flexible worker who repeatedly refuses the mandatory offer of fixed working hours may still – retroactively – invoke the presumption of working hours. This increases the wage risk for employers using on-call or min/max contracts.
Progress demands courage, as well as trust. Our client had developed a unique digital service over several years of dedicated work. Through passion and precision, not only a compelling concept emerged, but also an exceptionally intelligent app. When the time came for technological renewal, the entrepreneur turned to a prominent IT company. In good faith, technical blueprints, business plans, and crucial know-how were shared. After all, major innovation arises through collaboration.
Buying or selling a company is a strategic decision. It is often exciting, sometimes emotional. Yet this is precisely the moment when professionalism and preparation are decisive. An acquisition is not merely signing a contract, but a process full of choices, risks, and obligations. Blue Legal ensures that you remain in control when making these choices.
A reorganisation requires strategic decisions. It is a moment in which you set the course for the future of your enterprise. Precisely at such times, it is crucial that every step complies with the law and that you structure the process tightly and efficiently. We know this playing field inside and out. From drawing up a solid plan of action to submitting a dismissal application with the UWV and guiding employees: we ensure that everything is correct. Fast, thorough, and with an eye for risks.
Legislation and regulations are changing at a rapid pace. Staying up to date is no longer a choice; it is a prerequisite for doing business. Where compliance was previously largely voluntary, it is now a strict requirement. European frameworks such as the GDPR, NIS2, DORA, and the CSRD, as well as national rules like the Dutch Anti-Money Laundering and Anti-Terrorist Financing Act (Wwft), are making the playing field both stricter and more complex.
Artificial Intelligence (AI) is transforming the way you conduct business. Consider more efficient scheduling, automated contract analyses, or HR processes that largely operate independently. Many companies are already working with AI agents that schedule appointments, make reservations, and process data. What once seemed technical is now standard practice. Just as the steam engine once took over physical labor, AI now supports your cognitive processes. Your role does not disappear; rather, other responsibilities are added.
As an employer, there are times when you may wish to amend your employees’ terms and conditions of employment, for example by withdrawing a company car, revising the pension scheme, or modifying bonus arrangements. While this may seem logical from a business perspective, it is legally significantly more complex. Amending terms and conditions of employment can be risky. You cannot simply do this, but there are certainly possibilities, provided you follow the correct procedure. How can you approach this strategically and legally securely? That is what we explain here.
