As of 2 August 2026, the transparency obligations under Article 50 of Regulation (EU) 2024/1689 laying down harmonised rules on artificial intelligence, known as the Artificial Intelligence Act or AI Act, become applicable. Article 50 includes four sets of obligations: (i) informing natural persons that they are interacting with an AI system, (ii) marking synthetic content in a machine-readable format, (iii) disclosing deep fake content and certain AI-generated texts, and (iv) informing natural persons exposed to emotion recognition or biometric categorisation systems. These obligations may be relevant for companies that use off-the-shelf AI tools, for example in customer support, marketing, public relations, and other business processes. Every organisation should thus determine how it uses AI and whether, in a given case, it acts as a provider or as a deployer of an AI system.

The provisional agreement reached on 22 April 2026 between the Council of the EU and the European Parliament on the amendment of Regulation (EC) No 883/2004 and Implementing Regulation No 987/2009 brings about a far-reaching reform of the coordination of social security systems within the EU. Facilitations for business trips go hand in hand with stricter substantive and formal requirements for postings pursuant to Art. 12 Regulation 883/2004 in conjunction with Art. 14 Regulation 987/2009 as amended ("a.a.") – and undertakings as well as employees who cross the borders between Croatia, Germany, Austria, Switzerland and Liechtenstein on a daily basis must understand both. The following information is based on the final compromise text (Council document 8387/26 ADD 1) and may still change in detail during the formal adoption procedure (where the abbreviation 'a.a.' is used in this article, it refers to this compromise text).

Directive (EU) 2023/970 on strengthening the application of the principle of equal pay for men and women for equal work or work of equal value through pay transparency and enforcement mechanisms represents a new regulatory framework requiring greater transparency from employers in determining and explaining pay. It applies to employers in the public and private sector and to workers who have an employment contract or are in an employment relationship in accordance with national law, collective agreements and the practices of Member States.In practice, the Directive requires employers to be able to explain how they determine pay, why pay differences exist and whether those differences are based on objective, measurable and gender-neutral criteria. Member States were required to implement it by 7 June 2026, but the Republic of Croatia has not yet done so. Based on announcements made to date, the Directive is expected to be transposed into Croatian legislation through amendments to the Labour Act only towards the end of 2026.

WAHL's Corporate & M&A team provided comprehensive legal support to SWEN Hospitality d.o.o. (a member of the Bornfight Group) in connection with the acquisition of Diventa, one of the longest-established and most widely used hotel information systems in the region.

WAHL’s Corporate & M&A team provided comprehensive legal support to Belupo, one of Croatia’s leading pharmaceutical companies, in connection with the sale of Ljekarne Deltis Pharm to Atlantic Grupa.