D2P’s partners Vuk Drašković and Miloš Andrejević once again were contributors to the Global Employer Update 2026 for Serbia – published by Paul Hastings.
The latest edition of Paul Hastings’ guide, “Mapping the Trends: The Global Employer Update 2026,” provides updates on the key employment law developments across 90 jurisdictions.
Key developments for 2026 in Serbia:
- Termination During and Upon Expiry of Probation Period: New Case Law Update
- Introduction of Law on Work Practice is Expected
- New Labor Law Awaits Adoption
Top 3 Global Trends for 2026:
1.Local Realities Now Outweigh Global Strategies
Global employment law is increasingly shaped by geopolitical and economic factors, leading to pronounced regulatory divergence across markets. Uniform global workforce strategies are becoming more difficult to implement, while a deep understanding of local political, economic and legal contexts is essential for effective risk management.
The United States continues to exert significant influence on global corporate governance practices, particularly in the areas of risk management, litigation and technology, although additional complexity arises from regulatory divergence at the federal and state levels. In Europe, the EU continues to strengthen worker protection, transparency and collective rights, while the UK, operating outside the EU framework, is pursuing its own regulatory path. In other regions, including the Middle East, APAC, Latin America and Africa, employment law is increasingly aligned with national development and investment priorities.
For multinational employers, this requires flexible global frameworks that allow for meaningful local adaptation, supported by strong governance structures and local legal expertise.
2.The Evolution of AI and Data Regulation as AI Usage Is Increasingly Pervasive
The use of artificial intelligence in the workplace is expanding rapidly — from recruitment and performance management to everyday work tools — while regulation continues to lag behind technological development. In the EU, the implementation of key provisions of the AI Act, particularly those relating to high-risk systems, has been deferred, while in the United States regulation remains fragmented, with a strong focus on enforcement and the prevention of discrimination. In APAC and the Middle East, new regulatory frameworks are being developed to both enable innovation and ensure compliance.
3.Increased Enforcement Risk and the Growing Weight of the Employer’s Burden of Proof
Although there has not been a significant increase in entirely new employment laws, the risk of inspections and sanctions is rising markedly. Supervisory authorities worldwide are intensifying oversight of working time, employee classification, immigration, pay practices and data protection, supported by the growing use of digital tools in monitoring and enforcement.
For global employers, this requires proactive and preventive compliance strategies, as well as readiness to mount an effective legal defence in the event of regulatory or judicial proceedings.
The full guide is available here, and the Serbian chapter can be accessed here.
Source: Paul Hastings website