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On 13 February, amendments to the Employment Contracts Act entered into force, opening the door to more flexible work organisation and providing employees and employers with an innovative opportunity to conclude flexible working time agreements.

Last year, the optical retail chain Pro Optika took a bold step by acquiring its competitor Pere Optika — a move that doubled both its store network and its team. With 50 stores now across Estonia, the company is entering a new growth phase and redefining what it means to be a modern family-run business.

The Whistleblower Protection Act, which came into effect on September 1, 2024, protects employees, shareholders, and clients in the event of corporate misconduct, but there is still confusion in certain situations about how to interpret the law precisely.

Pursuant to amendments that entered into force last year, the Commercial Register can fine or compulsorily dissolve those who are late filing an annual report. Compulsory dissolution can be done if the company lacks registered assets (i.e. no assets evident in the land register, ship register, Commercial Register or Estonian securities register), is not a party to any current judicial proceedings, criminal enforcement proceedings or tax disputes.

Last year, an amendment to the Commercial Register Act was passed, which meant more fines for companies for the purpose of making the Estonian business environment more transparent.

For years, the Commercial Register allowed companies to operate in the Estonian business environment as if disclosure of economic figures was optional. Last year, an abrupt change in direction occurred.

The Commercial Register Act will enter into force in three stages: the general date of entry into force is 1 February 2023, but the amendments concerning the maintenance of a list of shareholders and a list of building association members will enter into force on 1 September 2023, while the amendments concerning, among other things, the reservation of a business name and the making of entries on a specified date will only enter into force on 1 March 2024.

The European Union directive on transparent and predictable working conditions has been transposed into national law. The corresponding amendments come into force on 1 August 2022, but it would be a good idea for employers to start preparing for this date already.

The so-called Whistleblower Protection Act has raised many practical questions. Here are some of the most common questions that have been asked by clients of Grant Thornton Balticand the answers of our specialists.

Effective 1 April 2022, when the system for taking child leave will change in the Employment Contracts Act, all parents of children under 14 years of age will be entitled to 10 working days of paid child leave per child under 14.

Under the Occupational Health and Safety Act, employers must compile a risk assessment of the working environment. It is mandatory for employers who have at least one employee (security institutions excluded).

The coronavirus restrictions have put many employers in a very difficult situation. When turnover is down, it’s time to analyse what would lead the company through the difficult times – applying for a new salary compensation from the government, temporary pay cuts, leave or layoffs.

The coronavirus crisis, which started a little more than a year ago, changed quite a few things in employment relationships. One of the most important changes has been the widespread use of working from home offices. Provided that the nature of the job had some degree of compatibility with the format, employees were allowed to work remotely by companies and organisations where this had not previously been the practice.

Only a few companies have included an option of a virtual shareholders’ general meeting – e.g. using an instant messaging service or electronic voting application. Grant Thornton Baltic legal manager Kristel Tiits explains how to rectify this situation.

Estonia declared a state of emergency (defined in national law as “emergency situation”) on 12 March 2020 and this affects the rights and responsibilities arising from employment relationships. What steps can an employer take to slow the spread of the virus while keeping the work processes flowing, and what are an employee’s rights to refuse to come to work? Grant Thornton Baltic specialists Kristel Tiits and Lee Laanemäe give overview and suggestions on how to best deal with the current situation.

When it is time for the parent to return to work after childcare leave, they are entitled under the Employment Contracts Act to improved work conditions, including a pay raise, if conditions and salary level have improved for other employees in the meantime. Is the returning employee on par with others?