Italy has become the first country in the European Union to adopt a comprehensive law regulating the use of artificial intelligence (AI). The law introduces strict rules to protect citizens and restricts access to AI technology for children under 14 years of age, while imposing prison sentences for misuse, including generating deepfake content or causing harm.
The law is aligned with the EU AI Act and aims to promote “human-centric, transparent, and safe AI use,” with an emphasis on innovation, cybersecurity, and privacy protection. Harsher penalties apply for criminal misuse of the technology, including fraud and identity theft, while workplaces and key sectors such as healthcare, education, justice, and sports are subject to specific oversight and transparency requirements.
The law also addresses copyright: works created with AI assistance are protected only if they result from genuine intellectual effort, whereas AI-driven text and data mining will be permitted solely for non-copyrighted content or scientific research conducted by authorized institutions. The Italian government has appointed the Agency for Digital Italy and the National Cybersecurity Agency to oversee the law’s implementation.
For companies, the law introduces new rules and challenges regarding the application of AI in business, particularly in finance, e-commerce, telecommunications, and service sectors. For domestic and international investors, as well as legal teams, the legislation provides an important legal framework defining the ethical, regulatory, and commercial aspects of AI technologies in Italy.
Vujinović & Partners monitors global trends in AI regulation and provides legal guidance to companies to ensure compliance and mitigate risks. Our lawyers also support the development of policies and procedures for the safe use of AI, including matters related to privacy, copyright, and liability.
Italija prva u EU donosi sveobuhvatan zakon o veštačkoj inteligencijiItalija je postala prva zemlja u Evropskoj uniji koja je usvojila sveobuhvatan zakon koji reguliše korišćenje veštačke inteligencije (VI). Zakon uvodi stroga pravila za zaštitu građana i ograničava pristup VI tehnologiji deci mlađoj od 14 godina, dok se za zloupotrebu, uključujući generisanje deepfake sadržaja i nanošenje štete, predviđaju zatvorske kazne.
Zakon usklađen je sa EU AI Act, a njegov cilj je promocija „čovekocentrične, transparentne i bezbedne upotrebe VI“, uz naglasak na inovacije, sajber bezbednost i zaštitu privatnosti. Za zloupotrebu tehnologije u kriminalne svrhe, uključujući prevaru i krađu identiteta, predviđene su strože kazne, dok se u radnim i ključnim sektorima, poput zdravstva, obrazovanja, pravosuđa i sporta, uvode posebna pravila nadzora i transparentnosti.
Zakon takođe definiše i autorska prava: dela nastala uz pomoć VI biće zaštićena samo ukoliko proizilaze iz stvarnog intelektualnog doprinosa, dok će AI-driven text i data mining biti dozvoljeni isključivo za neautorski sadržaj ili naučna istraživanja od strane ovlašćenih institucija. Vlada Italije je ustanovila Agenciju za digitalnu Italiju (Agency for Digital Italy) i Nacionalnu agenciju za sajber bezbednost (National Cybersecurity Agency) za nadzor sprovođenja zakona.
Za kompanije, zakon donosi nova pravila i izazove u pogledu primene VI u poslovanju, posebno u sektorima finansija, e-trgovine, telekomunikacija i usluga. Za domaće i međunarodne investitore, kao i pravne timove, zakon predstavlja važan pravni okvir koji definiše etičke, regulatorne i komercijalne aspekte VI tehnologija u Italiji.
Vujinović & Partners prati globalne trendove u regulativi VI i pruža pravno savetovanje kompanijama kako bi se osigurala zakonska usklađenost i minimizovali rizici. Naši advokati takođe pružaju podršku u kreiranju politika i procedura za bezbedno korišćenje VI, uključujući pitanja zaštite privatnosti, autorskih prava i odgovornosti.
Vujinović & Partners savetovali Muzej savremene umetnosti u vezi sa izložbom Dejvida Hoknija u Beogradu
Naša advokatska kancelarija savetovala je Muzej savremene umetnosti u Beogradu u vezi sa ugovornim i pravnim aspektima organizovanja izložbe radova renomiranog britanskog umetnika Dejvida Hoknija, jednog od najuticajnijih i komercijalno najznačajnijih savremenih umetnika na svetu.
Obim posla je obuhvatio strukturiranje i pregovaranje ugovora specifičnih za umetnički sektor, sa posebnim fokusom na umetnička dela visoke vrednosti i digitalne radove. Posebna pažnja posvećena je pravnim i tehničkim uslovima izlaganja digitalnih dela, koja donose jedinstvene izazove u pogledu intelektualne svojine, reprodukcije i zahteva za izlaganje.
Izložba se smatra jednim od najznačajnijih kulturnih događaja u Srbiji u poslednjih nekoliko godina, jer Beogradu donosi dela umetnika čiji je doprinos oblikovao modernu i savremenu umetnost na globalnom nivou. Ovaj poduhvat kancelarije Vujinović & Partners potvrđuje stručnost u oblasti intelektualne svojine, kulturnih projekata i kompleksnih ugovornih okvira u kreativnim industrijama.
Naš advokatski tim, predvođen partnerom Nikolinom Vujinović, činile su i Vladislava Savić i Jelena Lukić.
Ponosni smo i zahvalni Muzeju savremene umetnosti na odličnoj saradnji na ovom izuzetnom projektu.
Vest je preneo i CEELM Magazine.
Vujinovic & Partners Advises Museum of Contemporary Art on David Hockney Exhibition in Belgrade
Our law firm advised the Museum of Contemporary Art in Belgrade on the contractual and legal aspects of organizing the exhibition of works by the renowned British artist David Hockney, one of the most influential and commercially significant contemporary artists in the world.
The scope of work included structuring and negotiating agreements specific to the art sector, with a particular focus on high-value artworks and digital pieces. Special attention was given to the legal and technical conditions for exhibiting digital works, which present unique challenges in terms of intellectual property, reproduction, and display requirements.
The exhibition is considered one of the most significant cultural events in Serbia in recent years, bringing to Belgrade the works of an artist whose contributions have shaped modern and contemporary art on a global level. The involvement of Vujinović & Partners highlights the firm’s recognized expertise in intellectual property, cultural projects, and complex contractual frameworks in the creative industries.
Our advisory team, led by Partner Nikolina Vujinović, also included Vladislava Savić and Jelena Lukić.
We are proud and grateful to the Museum of Contemporary Art for the excellent cooperation on this remarkable project.
The news was featured by CEELM Magazine.
Vujinović & Partners and Nikolina Vujinović Among the Leaders in the IP STARS Rankings for 2025Vujinović & 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.