Insights

Brussels and Doha – April 1, 2024: The Legal 500 Europe, Middle East & Africa (EMEA) 2024 edition has recognized 16 practice areas and 11 lawyers in Crowell & Moring’s Brussels and Doha offices. The 11 individual lawyers received 18 total rankings across the 16 different practice areas.

The year 2026 marks a major regulatory turning point for European companies using or considering the use of artificial intelligence in their human resources (HR) processes. The Regulation (EU) 2024/1689 on artificial intelligence (the AI Act) is entering a critical implementation phase, while the European Commission's "Digital Omnibus" package will clarify several obligations and modify certain deadlines.

On February 27, 2025, the Court of Justice of the European Union (“CJEU”) issued a ruling about the requirements on data controllers to respond to data access requests regarding an automated decision-making system. In particular, the CJEU interpreted the meaning (under Article 15(1)(h) GDPR) of the phrase “meaningful information about the logic involved” in automated decision-making. Importantly, the ruling also separately addressed how to balance data access rights with the protection of the controller’s trade secrets, when the protection of trade secrets is invoked under Article 15(4) as a reason not to disclose a copy of personal data in an access request.

In an era where regulatory landscapes are rapidly evolving, companies with a footprint in the European Union must stay vigilant and adaptable. The EU has recently unveiled a comprehensive set of guidelines that impose fresh obligations on both EU and non-EU based companies operating within its borders. This client alert is the first in a series designed to decode the complexities of the new EU regulations and provide actionable insights for businesses to ensure full compliance[1]. Stay tuned as we unravel the details of these pivotal changes and guide you through the steps your business needs to take to align with the EU's heightened regulatory standards.

In collaboration with the IBJThe Belgian law of 18 May 2024 regulating private investigations marks a significant shift in the legal landscape for employers conducting internal investigations. This comprehensive reform replaces outdated legislation and introduces stricter compliance requirements, notably impacting data privacy and HR practices. Understanding these legal requirements is essential to avoid potential pitfalls and ensure that investigations are carried out in a lawful and efficient manner. 

In Collaboration with the IBJDuring this webinar we will dive into the European Directive on pay transparency that entered into force in June 2024 and has to be transposed for June 2026 in all EU Member States. This European Directive has the ambition to strengthen the application of the principle of equal pay for equal work or work of equal value between men and women, for all employees in all sectors. The Directive brings significant new reporting obligations and assessment obligations on employers that the EU Member States will publish. How will you have to calculate the threshold to know if your company as an employer falls under the scope of the Directive? And what happens when there is a gap in the equal pay? What will you have to do as an employer? What kind of enforcement does the Directive foresee? Lastly, did you know that in the US there is an Equal Pay Act that has been in force since 1963? How has that statute been applied in the US and what are the differences and similarities with the European Directive? Our special US guest will teach us some interesting US-insights.