Latest Blog Posts

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Trademark Protection and the Challenges Created by Artificial Intelligence

Artificial intelligence allows companies to quickly create names, logos and other distinctive signs. However, the use of AI does not remove the need for legal verification. A trademark generated with the help of artificial intelligence may be registered in the Republic of Moldova if it meets the legal requirements, has distinctive character, is not misleading and does not infringe earlier rights.

Personal Data Protection, Version 2.0: Implications of Law No. 195/2024, Part I

Law No. 195/2024 establishes a modern data protection framework in Moldova, aligned with GDPR standards. This article examines key changes, including controller accountability, enhanced data subject rights, and record-keeping obligations, along with practical compliance recommendations.

Abolition of the arbitral award in the Republic of Moldova: useful jurisprudential benchmarks for practitioners

The article presents the main grounds for annulment of an arbitral award in the Republic of Moldova, in relation to art. 480 para. (2) of the Civil Procedure Code and the practice of national courts. Relevant cases are analyzed regarding the lack of an arbitration agreement, the illegal establishment of the arbitration, the violation of the right to defense and the disregard of the fundamental principles of the legislation.

State control carried out by the National Agency for Public Health over entrepreneurial activity

ANSP control over dental clinics and practices is subject to clear procedural rules, provided for by Law no. 131/2012 on state control over entrepreneurial activity. In practice, it is essential that the owners of these businesses know the difference between planned and unannounced controls, the conditions for initiating the control, the content of the control delegation and the rights they have in relation to inspectors.

Temporary employment agent in the Republic of Moldova

A temporary work agency is a legal mechanism through which an employee is hired by an agency and temporarily assigned to a user undertaking, without creating a direct employment relationship between the employee and the user. Although it offers flexibility for temporary business needs, this model is strictly regulated and includes clear time limits, equal treatment guarantees, and specific prohibitions to prevent its misuse as a substitute for permanent hiring.