Managing multinational employment law compliance in the era of constant change: disability rights reform in North Macedonia’s labour market

Ljupka Noveska Andonova
Qoku & Partners in cooperation with Karanovic & Partners, Skopje
ljupka.noveska@karanovicpartners.com

Ana Kashirska Ilievska
Qoku & Partners in cooperation with Karanovic & Partners, Skopje
ana.kashirska@karanovicpartners.com

Martina Anđelković Apostoloska
Qoku & Partners in cooperation with Karanovic & Partners, Skopje
martina.andjelkovic@karanovicpartners.com

Introduction

Today’s multinational employers are operating in an era of constant regulatory change. Employment law is no longer static; it evolves rapidly in response to social, economic, and political pressures. For companies with cross-border operations, this creates a complicated compliance landscape. The new proposed Law on Professional Rehabilitation and Support of Employment of Persons with Disabilities exemplifies this dynamic environment. Published on the National Electronic Register of Regulations (ENER) and government portals, the draft law reflects the country’s commitment to strengthening labour market inclusion, aligning with European Union (EU) acquis, and fulfilling international obligations.

Legislative context

National policy goals

The draft law is part of North Macedonia’s broader employment and social policy reforms. It aims to improve protection for vulnerable groups, particularly persons with disabilities, and to enhance workforce participation. The government has emphasised that inclusion is not only a social imperative but also an economic necessity, given demographic shifts and the need to maximise workforce potential. In this regard there is also a proposed draft Law on the System for Assessing Persons with Disabilities. These two draft laws are connected to ensure proper assessment of disabilities and allow individuals better inclusion in the job market.

EU accession process

As a candidate country, North Macedonia must harmonise its legislation with EU directives. Relevant instruments include:

• Directive 2000/78/EC, establishing a general framework for equal treatment in employment and occupation;
• Directive 2019/882/EU, on accessibility requirements for products and services; and
• Directive 89/391/EEC, on occupational safety and health.

The proposed law reflects these obligations by embedding principles of non-discrimination, accessibility, and reasonable accommodation.

International commitments

North Macedonia has ratified the UN Convention on the Rights of Persons with Disabilities (CRPD), which requires members to promote equal opportunities and ban discrimination in employment. The draft law brings these commitments into operation by creating mechanisms for professional rehabilitation and employer support.

Key provisions of the draft law

The draft law introduces several mechanisms which support individuals with disabilities in accessing and retaining employment. These are:

• professional rehabilitation programmes – structured training and rehabilitation services to enhance employability;
• employer incentives – financial support and regulatory measures to encourage the hiring and retention of workers with disabilities;
• workplace adaptation – obligations for employers to provide reasonable accommodation, including accessible infrastructure and assistive technologies; and
• monitoring and compliance – establishment of oversight mechanisms to ensure effective implementation and accountability.

Comparative perspective

EU Member States

Several EU countries have enacted similar legislation. In Germany, employers with more than 20 employees must ensure that at least five per cent of their workforce consists of persons with severe disabilities. There are financial penalties for non-compliance. In France, companies with more than 20 employees must employ at least six per cent of their workers with disabilities or contribute to a national fund. In Poland, employers benefit from subsidies for workplace adaptation and wage compensation.

North Macedonia’s draft law determines that companies employing more than 50 employees will need to employ personnel with disabilities at appropriate job positions. The draft law currently prescribes that at least four per cent of the total number of employees needs to be made up of individuals with disabilities. Considering that the law is currently still only a proposal and has not yet entered into force, there may be some amendments to the proposed quotas.

Regional context

In the Western Balkans, similar reforms are underway. Serbia and Montenegro have introduced quota systems, while Albania focuses on vocational training. North Macedonia’s proposal positions it as a regional leader in integrating rehabilitation with employment support.

Implications for multinational employers

For multinational corporations operating in North Macedonia, the proposed law introduces both opportunities and compliance challenges. These are:

• alignment with global standards – the law mirrors EU directives and international conventions, easing compliance for companies already adhering to similar frameworks elsewhere;
• operational adjustments – employers may need to adapt HR policies, recruitment practices and workplace infrastructure to meet new obligations;
• cross-border consistency – multinational companies must integrate North Macedonia’s requirements into broader compliance strategies, ensuring consistency across jurisdictions;
• risk management – non-compliance could result in reputational damage and legal penalties, underlining the importance of proactive adaptation.

Managing compliance in the era of constant change

With the proposed legislation changes and introduction of new legislation relating to labour and employment matters, North Macedonia is set to follow broader trends in employment law:

• dynamic regulatory environments – employers must anticipate frequent updates to labour and social policies, particularly in EU candidate countries;
• global HR governance – multinationals benefit from centralised compliance frameworks that can be adapted locally;
• technology and accessibility – digital tools and workplace innovations play a crucial role in meeting accessibility requirements;
• cultural integration – beyond legal compliance, fostering inclusive workplace cultures enhances employee engagement and organisational resilience.

Conclusion

The new proposed Law on Professional Rehabilitation and Support of Employment of Persons with Disabilities exemplifies the evolving landscape of labour laws in a globalised economy. For multinational employers, it reinforces the need for approachable compliance strategies which balance local obligations with global standards. By embracing inclusivity and aligning with international norms, companies can mitigate risks while contributing to sustainable workforce development.