Vujinović & Partners has been included in the new edition of the prestigious IP STARS Intellectual Property Rankings 2025, which recognizes the most prominent law firms in the field of intellectual property in Serbia and worldwide.
In addition to this recognition for the firm, it is a particular honor that Nikolina Vujinović, the firm’s founder and partner, has once again been distinguished as a leading expert in copyright and related rights. Nikolina remains the only lawyer from Serbia in this category, which highlights the continuity of her work, expertise, and international reputation.
This recognition comes as confirmation of the long-standing commitment and professionalism of our team, which has also been acknowledged by the most respected international legal directories, including Legal 500, Chambers and Partners, and IFLR1000. For many years, we have proudly received these accolades, which motivate us to continuously raise our standards of quality.
IP STARS, published by Managing IP, is considered one of the most important global guides that evaluate lawyers and firms based on expertise, reputation, and client feedback.
These recognitions confirm our dedication to providing top-tier legal support to clients from the creative industries, media, IT sector, and the arts, as well as our active engagement in developing practices and standards in the field of intellectual property law.
We would like to thank all our clients, colleagues, and partners for their trust and support, which made this success possible.
Vujinović & Partners i Nikolina Vujinović među vodećima na IP STARS rang-listi za 2025. godinuAdvokatska kancelarija Vujinović & Partners uvrštena je u novo izdanje prestižnog vodiča IP STARS Intellectual Property Rankings 2025, koji prepoznaje najuglednije pravne kancelarije u oblasti intelektualne svojine u Srbiji i širom sveta.
Pored priznanja za kancelariju, posebna čast je to što je Nikolina Vujinović, osnivač i partner kancelarije, i ove godine izdvojena kao vodeći stručnjak za autorsko i srodna prava. Nikolina ostaje jedini advokat iz Srbije u ovoj kategoriji, što potvrđuje kontinuitet njenog rada, ekspertizu i međunarodni ugled.
Ovo priznanje dolazi kao potvrda dugogodišnje posvećenosti i stručnosti našeg tima, koji je i ranije prepoznat od strane najuglednijih međunarodnih pravnih publikacija, uključujući Legal 500, Chambers and Partners i IFLR1000. Već niz godina sa ponosom dobijamo ova priznanja, koja za nas predstavljaju podsticaj da standarde kvaliteta stalno podižemo.
IP STARS, u izdanju Managing IP, smatra se jednim od najvažnijih globalnih vodiča koji ocenjuju pravnike i kancelarije na osnovu stručnosti, reputacije i povratnih informacija klijenata.
Ova priznanja potvrđuju našu predanost pružanju vrhunske pravne podrške klijentima iz kreativne industrije, medija, IT sektora i umetnosti, kao i aktivno učešće u razvoju praksi i standarda u oblasti prava intelektualne svojine.
Zahvaljujemo se svim klijentima, kolegama i partnerima na poverenju i podršci koji su omogućili ovaj uspeh.
IP STARS 2025: Continued International Recognition for Nikolina VujinovićWe are proud to announce that Nikolina Vujinović, founder and partner at the law firm Vujinović & Partners, has once again been included in the prestigious IP STARS 2025 list as a leading expert in the field of copyright and related rights. The ranking published by Managing IP recognizes the most prominent IP professionals in the field of intellectual property worldwide, and Nikolina remains the only lawyer from Serbia listed in the copyright category — confirming her lasting influence and expertise in the regional and international IP sector.
With over 15 years of experience in the field of intellectual property, Nikolina advises clients from the film, media, art, creative industries, and IT sectors, with a special focus on copyright, legal protection of IP portfolios, as well as complex due diligence procedures and regulatory compliance.
She has participated in the development of public policies at both the national and international level, as well as in drafting laws and by-laws in Serbia. She actively lectures at conferences and training programs in Serbia and abroad, especially on topics connecting AI, intellectual property, and the creative sector.
The IP team at Vujinović & Partners advises numerous domestic and international clients in the fields of media, creative industries, IT, marketing, and others, and has a significant role in national and European projects in the areas of culture and digital transformation.
We are proud of this new recognition from one of the most respected international legal directories and grateful for the trust our clients have placed in us over the years.
IP STARS 2025: Još jedno međunarodno priznanje za Nikolinu VujinovićSa ponosom objavljujemo da je Nikolina Vujinović, osnivač i partner u advokatskoj kancelariji Vujinović & Partners, i ove godine uvrštena na prestižnu IP STARS 2025 listu kao vodeći stručnjak u oblasti autorskog i srodnih prava. Rang-lista koju objavljuje Managing IP prepoznaje najistaknutije IP stručnjake u oblasti intelektualne svojine širom sveta, a Nikolina ostaje jedini advokat iz Srbije koja se nalazi u kategoriji autorskog prava — što potvrđuje njen trajan uticaj i stručnost u regionalnom i međunarodnom IP sektoru.
Sa više od 15 godina iskustva u oblasti intelektualne svojine, Nikolina savetuje klijente iz sektora filma, medija, umetnosti, kreativnih industrija i IT-ja, sa posebnim fokusom na autorska prava, pravnu zaštitu IP portfolija, kao i na kompleksne due diligence postupke i usklađivanje sa propisima.
Učestvovala je u izradi javnih politika na nacionalnom i medjunarodnom nivou kao i zakonskih i podzakonskih akata u Srbiji. Aktivno predaje na konferencijama i edukacijama u zemlji i inostranstvu, posebno na teme koje povezuju AI, intelektualnu svojinu i kreativni sektor.
IP tim kancelarije Vujinović & Partners savetuje brojne domaće i međunarodne klijente u oblastima medija, kreativne industrije, IT-ja, marketinga i drugih, a značajan angažman ima i u nacionalnim i evropskim projektima u oblasti kulture i digitalne transformacije.
Ponosni smo na ovo novo priznanje jednog od najuglednijih međunarodnih vodiča za pravnu profesiju, i zahvalni na poverenju koje nam klijenti ukazuju kroz godine.
Termination During Probation: Rights, Procedures, and Case LawThe probationary period is one of the key stages in the employment process, yet its legal status is not fully defined under the Labour Law [¹] (hereinafter referred to as the “Law”), which leaves room for various interpretations and legal uncertainty.
Although the Law does not provide a clear definition of probationary work, it stipulates that a probation period may be agreed upon for performing one or more related tasks, and must not exceed six months. In essence, the probationary period functions as a suspensive condition—if the employee demonstrates satisfactory performance, an employment relationship is established. Conversely, the employer retains the right to terminate the contract under a resolutory condition if the employee fails to meet expectations.
The Law allows the employer to terminate the employment contract during the probationary period, with a minimum notice period of five working days, provided that the Employer states the reasons for the termination.
Although this provision may suggest that the employment contract can be terminated during probation without much formality – given that probation serves the purpose of a subjective assessment by the employer of the employee’s suitability – in practice, questions have arisen regarding to what extent certain rules related to employment termination still need to be followed.
Is it necessary to warn the employee about the existence of grounds for termination?
Decisions from basic and appellate courts suggest that before terminating the contract during the probationary period, the employee should be warned about the reasons for termination and given time to improve performance. These court opinions are based on ILO Convention No. 158 concerning the Termination of Employment at the Initiative of the Employer, which, in Article 7, states that an employment relationship shall not be terminated for reasons related to the worker’s conduct or performance before the worker is given an opportunity to defend against the allegations, unless it cannot be reasonably expected of the employer to provide such an opportunity.
Recommendation No. 166 of the same Convention provides that an employee should not be dismissed for unsatisfactory performance unless the employer has first provided instructions and a written warning, and if, after an appropriate time for improvement, the employee continues to perform inadequately, the employment may be terminated.
However, this position of lower-instance courts has been challenged by the Supreme Court of Cassation, which holds that the termination of a contract during the probationary period is a specific type of employment termination expressly regulated by law, and therefore, it is not necessary to follow the usual procedure—including giving a warning or an opportunity to improve performance.
Is a specific reason for termination required, and how is it determined?
Most employers, when terminating an employment contract before the end of the probation period, still state the reasons for termination—usually that the employee has not demonstrated adequate work or professional capabilities (which is, in fact, the statutory reason for termination at the end of probation).
Employers choose to include this explanation because the law requires termination to be explained, and because it genuinely reflects the factual basis for ending the employment before the probation period ends.
According to decisions of the Supreme Court of Cassation from 2014 and 2015, there is no obligation to state reasons for termination during probation, as this is considered a distinct type of employment termination, not subject to special procedural requirements.
While this position most accurately reflects the purpose of the probationary period and the applicable legal norm—which only requires an explanation but not specific reasons—recent court decisions show a trend toward tightening this interpretation and reveal inconsistencies in practice.
For example, some appellate and first-instance courts have held that if the contract is terminated before the end of probation, the reasons must be clearly and specifically stated, with well-defined criteria and a clear procedure for evaluating the employee’s performance and professional competencies. These criteria should be used to assess probationary success and applied at the time of termination.
It remains unclear on what legal grounds the courts have based such a rigid position, as it essentially erases the special nature of termination during probation, almost equating it to regular termination due to poor performance or lack of necessary skills and qualifications.
The Supreme Court of Cassation has nevertheless maintained a more moderate stance. Compared to its earlier, more liberal interpretation, its more recent decisions suggest that reasons should still be explained, but without a deep procedural or substantive analysis of criteria, evaluations, or other legal standards.
In conclusion, an employment contract can be terminated during the probationary period without a warning, but it is important to recognize the diverging interpretations regarding the determination and explanation of the reasons for termination.
[¹] “Official Gazette of the Republic of Serbia”, Nos. 24/2005, 61/2005, 54/2009, 32/2013, 75/2014, 13/2017 – decision of the Constitutional Court, 113/2017, and 95/2018 – authentic interpretation.
Otkaz na probnom radu: Prava, procedure i sudska praksa
Probni rad je jedna od ključnih faza u procesu zapošljavanja, ali njegov status nije u potpunosti definisan Zakonom o radu [¹] (u daljem tekstu: „Zakon“), što ostavlja prostor za različita tumačenja i pravne nesigurnosti.
Iako Zakon ne pruža jasnu definiciju probnog rada, propisano je da se on može ugovoriti za obavljanje jednog ili više povezanih poslova, pri čemu ne sme trajati duže od šest meseci. U suštini, probni rad funkcioniše kao odloženi uslov – ukoliko zaposleni pokaže zadovoljavajuće rezultate zasniva se radni odnos, dok sa druge strane, poslodavac zadržava pravo da ugovor raskine pod raskidnim uslovom ukoliko zaposleni ne ispuni očekivanja.
Zakon omogućava poslodavcu da tokom probnog rada otkaže ugovor, uz minimalan otkazni rok od pet radnih dana, pri čemu je kao jedini formalni uslov predviđena obaveza Poslodavca da obrazloži odluku o otkazu.
Iako na osnovu predmetne odredbe deluje da se ugovor o radu u toku probnog rada može otkazati bez mnogo formalnosti, s obzirom da probni rad upravo služi subjektivnoj proveri poslodavca u vezi sa podobnošću zaposlenog da obavlja poslove, u praksi su se pojavila pitanja koliko i u kojoj meri je određena pravila vezana za otkazivanje ugovora o radu, ipak potrebno poštovati.
Da li je potrebno upozoravati zaposlenog o postojanju razloga za otkaz ugovora o radu?
U sudskim odlukama osnovnih i apelacionih sudova se javljaju mišljenja da je zaposlenom u toku probnog rada, pre otkazivanja ugovora o radu, potrebno dostaviti upozorenje da postoje razlozi za otkaz te da mu je potrebno ostaviti vreme da poboljša svoj rad. Ovaj stav sudovi zasnivaju na Konvenciji MOR-a br. 158 o prestanku radnog odnosa na inicijativu poslodavca, u kojoj je u čl. 7 propisano da radni odnos radnika neće prestati zbog razloga vezanih za ponašanje radnika ili njegov rad pre nego što mu se omogući da se brani od iznetih navoda, osim ako se s razlogom ne može očekivati od poslodavca da mu pruži tu mogućnost. Preporukom br. 166 navedene Konvencije propisano je da radniku neće prestati radni odnos zbog nezadovoljavajućeg vršenja posla, izuzev ako mu je poslodavac prethodno dao instrukcije i pismeno upozorenje, a ako radnik posle isteka odgovarajućeg roka predviđenog za poboljšanje nastavi i dalje da obavlja dužnosti na nezadovoljavajući način, radni odnos mu može prestati.
Ovakav stav nižestepenih sudova je ipak opovrgnut stavovima Vrhovnog kasacionog suda, koji navodi da se u slučaju otkazivanja ugovora o radu u toku probnog rada, radi o posebnom slučaju prestanka radnog odnosa koji je izričito zakonom predviđen tj. regulisan, te da nije potrebno u navedenom slučaju poštovati uobičajenu proceduru tj. nije potrebno upozoriti zaposlenog na postojanje razloga za otkaz ugovora o radu niti mu ostavljati mogućnost za poboljšanje rada.
Da li je potrebno da postoji konkretan otkazni razlog i na koji način se on utvrđuje?
Većina poslodavaca kada otkazuje ugovor o radu pre isteka probnog rada, navodi iz kojih razloga se ugovor otkazuje tj. kao razlog otkaza navodi da zaposleni nije pokazao odgovarajuće radne i stručne sposobnosti (što je zapravo zakonom propisan razlog zbog kog zaposlenom prestaje radni odnos po isteku probnog rada).
Poslodavci se na navedeno odlučuju zbog okolnosti da je otkazivanje ugovora potrebno obrazložiti u skladu sa zakonom, kao i zbog činjeničnog stanja – zato što je to zaista razlog otkazivanja ugovora pre isteka probnog rada.
Prema presudama Vrhovnog kasacionog suda iz 2014. i 2015. godine, nije neophodno uopšte navoditi razloge otkazivanja ugovora u periodu trajanja probnog rada, s obzirom da se radi o posebnom slučaju otkaza ugovora o radu, kada nije potrebno poštovati posebnu proceduru.
Iako ovakav stav zapravo najrealnije odražava smisao probnog rada i samu propisanu normu koja ne zahteva bilo kakve specifične razloge, već samo obrazloženje, odluke koje su sudovi donosili u poslednjih nekoliko godina govore o pooštravanju ovog stava, ali i neujednačenom postupanju.
Tako, u presudama apelacionih i prvostepenih sudova nalazimo stanovište da ako je ugovor otkazan pre isteka probnog rada, razlozi su morali biti jasno i konkretno navedeni sa jasno utvrđenim kriterijumima i jasnom procedurom za procenu i utvrđivanje radnih i stručnih sposobnosti zaposlenog, odnosno kvaliteta njegovog rada. Na osnovu utvrđenih kriterijuma je potrebno vršiti proveru uspešnosti probnog rada i isti moraju biti primenjeni prilikom otkaza ugovora o radu. Ostaje nejasno na čemu su sudovi zasnovali ovako rigidan stav s obzirom da se na osnovu istog faktički briše specifičnost otkazivanja ugovora o radu u toku probnog rada i isti skoro izjednačava sa redovnim otkaznim razlogom – ako zaposleni ne ostvaruje rezultate rada ili nema potrebna znanja i sposobnosti za obavljanje poslova na kojima radi.
Stav Vrhovnog kasacionog suda je ipak ostao dosta umereniji, te je u odnosu na početno vrlo slobodno tumačenje, stav koji nalazimo u novijim presudama sada korigovan u tom smislu da je razloge ipak potrebno obrazložiti, ali bez značajnog ulaženja u kriterijume, ocene i druga proceduralna i materijalna pitanja.
S obzirom na navedeno, možemo zaključiti da se ugovor o radu pre isteka probnog rada može otkazati bez upozorenja, ali je važno imati u vidu različita tumačenja u pogledu načina utvrđivanja otkaznog razloga.
[¹] “Sl. glasnik RS”, br. 24/2005, 61/2005, 54/2009, 32/2013, 75/2014, 13/2017 – odluka US, 113/2017 i 95/2018 – autentično tumačenje.
Patent Trends: Women Now Make Up a Quarter of Europe’s InventorsNew data from the European Patent Office (EPO) for 2024 show significant progress in the representation of women in the field of innovation: one in four individuals filing a patent application in Europe today is a woman. This marks a visible improvement compared to 2022, when only one in seven applications included a woman as an inventor.
To recall, the first comprehensive study published by the EPO in 2022 revealed that the average share of women among inventors in Europe at the time was only 13.2%, despite the fact that this number had increased from just 2% in the late 1970s. Still, the report emphasized that a pronounced gender gap remained—especially considering that the participation of women among researchers and engineering graduates was significantly higher than their share in patent applications.
The study also highlighted that Europe lagged behind other innovation leaders at the time: South Korea (28.3%), China (26.8%), and the United States (15%) all recorded higher shares of women among patent applicants. The highest percentage of female inventors in Europe was seen in Latvia, Portugal, Croatia, Spain, and Lithuania, while Germany, Luxembourg, Liechtenstein, and Austria were at the bottom. Additionally, the field of chemistry had the highest number of female inventors, and universities showed significantly higher percentages compared to the private sector.
The latest data, referring to the previous year, 2024, show clear and encouraging progress: more countries are reporting double-digit percentages of female inventors. Spain leads with as much as 42%, followed by Belgium at 32%, France at 31%, and strong results from Finland (29%), Denmark (27%), and Switzerland (26%). However, Germany (20%) and Austria (18%) still remain below the European average.
Trendovi u Patentiranju: Žene Čine Četvrtinu Evropskih PronalazačaNovi podaci Evropske patentne kancelarije (EPO) za 2024. godinu pokazuju značajan napredak kada je reč o zastupljenosti žena u oblasti inovacija: jedna od četiri osobe koja podnosi patentnu prijavu u Evropi danas – je žena. Ovaj podatak predstavlja vidljiv pomak u odnosu na 2022. godinu, kada je samo jedna od sedam prijava uključivala ženu kao pronalazača.
Podsetimo, prvo obimno istraživanje koje je EPO objavio 2022. godine pokazalo je da je prosečan udeo žena među pronalazačima u Evropi tada iznosio samo 13,2%, uprkos činjenici da je taj broj porastao sa svega 2% iz kasnih 1970-ih. Ipak, tada je naglašeno da i dalje postoji izražen rodni jaz – naročito kada se u obzir uzme da je učešće žena među istraživačima i diplomiranim inženjerima znatno veće od njihovog udela u patentnim prijavama.
Studija je takođe ukazala da je Evropa u tom trenutku zaostajala za drugim inovacionim liderima: Južna Koreja (28,3%), Kina (26,8%) i SAD (15%) beležile su veće učešće žena među podnosiocima patenata. Najveći procenat žena među pronalazačima u Evropi tada su imale Letonija, Portugal, Hrvatska, Španija i Litvanija, dok su Nemačka, Luksemburg, Lihtenštajn i Austrija bile na začelju. Takođe, oblast hemije je prednjačila po broju žena pronalazača, a univerziteti su pokazali značajno viši procenat u odnosu na privatni sektor.
Najnoviji podaci koji se odnose na prethodnu, 2024. godinu, pokazuju jasan i ohrabrujući napredak: više zemalja beleži dvocifrene procente žena među pronalazačima, a Španija prednjači sa čak 42%, sledi Belgija sa 32%, Francuska sa 31%, a dobre rezultate beleže i Finska (29%), Danska (27%) i Švajcarska (26%). Međutim, Nemačka (20%) i Austrija (18%) i dalje ostaju ispod evropskog proseka.
Vujinović & Partners Again Among the Best in The Legal 500 EMEA Guide for 2025
We are proud to announce that our law firm has once again been highly ranked in the prestigious Legal 500 EMEA guide for 2025, in the jurisdiction of Serbia! This recognition reaffirms our unwavering commitment to providing top-tier legal services and expert support to our clients.
Our law firm has once again been ranked among the leading offices in the field of intellectual property and labour law, which confirms our commitment and continuity in the quality of work in these areas.
This result confirms that our Intellectual Property team remains among the leaders in delivering innovative and expert legal advice, covering a broad spectrum of IP portfolios at the highest level. Additionally, the recognition in Employment Law further reinforces our position as a distinguished law firm, with a clear tendency for further growth and advancement in this area.
As one of the leading law firms that has been receiving this and other recognitions (Chambers and Partners, IP Stars, IFLR1000) for years in a row, we highly value this achievement and see it as a confirmation of the quality of our services, as well as an incentive to continue providing exceptional legal support at the highest standards of professionalism, integrity, and efficiency.
The Legal 500 is one of the most significant global legal directories, analyzing and assessing the capabilities of law firms and legal experts worldwide for over 33 years.
We extend our gratitude to all our clients, colleagues, and associates for their trust and cooperation. Their support is our greatest motivation, and this recognition is proof that our dedication, expertise, and hard work are acknowledged at the highest level.
Congratulations to the entire Intellectual Property and Employment Law teams on this outstanding achievement!
Vujinović & Partners Ponovo Među Najboljima u Legal 500 EMEA Vodiču za 2025. godinuSa velikim ponosom objavljujemo da je naša advokatska kancelarija ponovo visoko rangirana u prestižnom vodiču The Legal 500 EMEA za 2025. godinu, kada je reč o jurisdikciji Srbije! Ovo priznanje potvrđuje našu neprekidnu posvećenost pružanju vrhunskih pravnih usluga i stručne podrške našim klijentima.
Naša kancelarija je još jednom svrstana među vodeće kancelarije u oblasti intelektualne svojine i radnog prava, što potvrđuje našu posvećenost i kontinuitet u kvalitetu rada u ovim oblastima.
Ovaj rezultat potvrđuje da je naš tim za intelektualnu svojinu među liderima u pružanju inovativnih i stručnih pravnih saveta, pokrivajući širok spektar IP portfolija na najvišem nivou. Takođe, priznanje u oblasti radnog prava dodatno potvrđuje našu poziciju kao renomirane advokatske kancelarije, s jasnom tendencijom daljeg rasta i napredovanja u ovoj oblasti.
Kao jedna od vodećih advokatskih kancelarija koja već godinama za redom osvaja ovo, ali i druga priznanja (Chambers and Partners, IP Stars, IFLR1000), izuzetno cenimo ovo dostignuće i smatramo ga potvrdom kvaliteta naših usluga i podsticajem da nastavimo sa pružanjem izuzetne pravne podrške uz najviše standarde profesionalizma, integriteta i efikasnosti.
The Legal 500 je jedan od najznačajnijih globalnih pravnih direktorijuma, koji već više od 30 godine analizira i ocenjuje rad advokatskih kancelarija širom sveta.
Zahvaljujemo se svim našim klijentima, kolegama i saradnicima na poverenju i saradnji. Njihova podrška nam je najveća motivacija, a ovo priznanje dokaz da su naš trud, posvećenost i pravna ekspertiza prepoznati na najvišem nivou.
Iskrene čestitke celom timu za intelektualnu svojinu i radno pravo na ovom izuzetnom postignuću!