Our experts share in-depth analyses and practical classifications on EUDR, CSRD, HinSchG, CSDDD and sustainability.
What does EmpCo stand for? The acronym refers to Directive (EU) 2024/825, which will become mandatory in Germany through the UWG as of September 27, 2026. It is more than just a stricter greenwashing directive: it includes new disclosure requirements, stricter standards for labels and certifications, and—for the first time—explicitly named prohibitions such as cherry-picking and planned obsolescence.
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Hardly any EU regulation has been postponed as often as the EU Deforestation Regulation (EUDR). That is precisely what has become the problem. In many companies, the attitude has crept in that “there will just be another postponement.” Anyone who bases their preparations on this assumption runs a risk shortly before December 30, 2026, that can no longer be mitigated. This article debunks the five most dangerous misconceptions surrounding the 2026 EUDR postponement, in a level-headed, fact-based manner, and explains why sitting back and doing nothing would be the most costly mistake right now.
For most companies, the challenge with the EUDR isn’t the software itself, but rather the implementation. Geodata is scattered across Excel spreadsheets, suppliers don’t respond, and no one really feels responsible. Using lawcoe’s EUDR software as an example, this article shows how to successfully implement the system in practice.
The EU Deforestation Regulation (EUDR) requires companies to do more than simply provide a general statement regarding the origin of their raw materials. It mandates precise geospatial data, broken down to the level of individual cultivation plots. For many companies, this is precisely the biggest operational hurdle in implementing the EUDR: How can one reliably verify hundreds or thousands of geodata records without getting bogged down in manual work? In this article, we’ll show how lawcode’s EUDR solution automates this process.
The Whistleblower Protection Act (HinSchG) sustainably strengthens transparency and integrity in companies. It protects individuals who uncover wrongdoing or illegal practices in the course of their professional activities. A central element of whistleblower protection that is relevant for employers is the reversal of the burden of proof under Section 36 HinSchG. This regulation completely reverses the usual principle in employment law: In the event of a dispute, it is no longer the employee who has to prove that a disadvantage is attributable to their report; instead, the employer must prove that a personnel measure was in no way connected to the report. For companies, this means Seamless documentation, clean processes and a strict organizational separation between the reporting office and personnel decisions are now a legal requirement.
Centralized or decentralized reporting office? Implementing the Whistleblower Protection Act (HinSchG) in a way that conserves resources is a strategic challenge for corporate groups. The question of whether a centralized solution at the parent company is sufficient or whether each subsidiary must operate its own system often leads to legal uncertainty in practice. The reason for this is the sometimes contradictory signals between the requirements of the EU Commission and the pragmatic approach of the German legislator. This guide provides clarity. We examine the group privilege, assess the legal risks and offer practical solutions for structuring your whistleblowing system throughout the group in a legally secure, data protection-compliant and efficient manner.
The documentation requirements of the Whistleblower Protection Act (HinSchG) pose tangible questions for companies: What must actually be recorded, in what form and for how long can or should reports be kept? § Section 11 of the Whistleblower Protection Act provides clear answers to these questions. Those who know the requirements not only protect the identity of whistleblowers, but also avoid fines of up to 50,000 euros. This article summarizes the most important obligations in a practical way.
Buying a company, investing or entering into a partnership - such decisions harbor great opportunities, but also considerable risks. Due diligence is a structured look behind the scenes: it uncovers hidden risks, reveals potential and creates the basis for legally compliant decisions. In this article, you will find out what types there are, how the due diligence process works and how companies can not only minimize risks but also gain strategic advantages.
The obligation to set up an internal reporting office poses organizational challenges for many companies. Since the Whistleblower Protection Act (HinSchG) came into force, companies with 50 or more employees are legally obliged to do so. Those who ignore this obligation risk fines. This guide shows in seven structured steps how a legally compliant whistleblower system can be set up in a company, including all legal deadlines, requirements and strategic tips.
The Whistleblower Protection Act (HinSchG) has been in force since mid-2023 and has permanently changed the compliance landscape in Germany. It serves to protect whistleblowers who uncover wrongdoing in companies and obliges organizations to set up clear reporting channels. Anyone who ignores these legal requirements, blocks reports or even takes reprisals against whistleblowers runs a massive financial risk. Fines under the HinSchG are not a theoretical threat, but a real instrument used by the supervisory authorities to rigorously enforce compliance with the requirements. This article explains clearly which infringement triggers which fine, who is liable and how you can effectively avoid sanctions.
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