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If an employer has not taken steps to ensure a psychologically safe work environment, cases involving suspected workplace bullying often end up in the labour dispute committee. If bullying is confirmed, the employer must open their wallet.

The Estonian Parliament has approved several amendments affecting employment relationships. Many of these will enter into force over the coming year and will alter the content of agreements related to work arrangements. This article provides an overview of the changes that will most significantly impact both employers and employees.

An overview of remote work developments in 15 countries before, during and after the Covid-19 pandemic.

The rules on the contact person underwent a facelift as part of company law reform, the majority of the amendments of which came into force on 1 February 2023.

The most important aspect of extraordinary cancellation of an employment contract is that the notice has to be reproducible in writing. The employee should thus be precise in their wording, and the employer should be quick to respond.

In 2023, the German family company Bodo Möller Chemie bought the distribution rights of the brands Loctite, Teroson and Technomelt from Henkel and established a subsidiary Bodo Möller Chemie Baltics OÜ to deal with the resale of Henkel's adhesives and sealants in the Baltics. The founding of the subsidiary was advised by Grant Thornton Baltic.

The Employment Contracts Act provides for compensation for both employees and employers in a number of situations. In Supreme Court practice, the compensation has been viewed as indemnifying a loss, and as such, both parties have to prove that they incurred losses.

With everything else that is happening in the world, the pandemic era is starting to fade from memory. But remote working is here to stay. That is borne out by the new Occupational Healthcare and Safety Act that entered into force on 19 November 2022, which lays down a more specific framework for employee and employer responsibilities in remote work arrangements.

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.