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Public job announcements and advertisements are instruments which provide for exercising the constitutional principle that all available jobs must be accessible to everyone under equal conditions. The application of this principle is most closely connected with the effective exercise of freedom of work and the right to work. For this reason, recruitment procedure cannot be beyond the scope of control which enables immediate elimination of irregularities in this procedure. In that context, this article discusses the issue of the right of participants in public announcements or job advertisements to an effective legal remedy, not only via the right to judicial and extrajudicial remedies, but also via the right to object or appeal, as the means to achieve internal protection of rights. In the Republic of Serbia, this issue is particularly delicate because the Labour Act does not recognize the two-instance internal procedure, while judicial protection of the rights of jobseekers has not been directly regulated, with the exception of protection against discrimination, and protection of workers whose employment was previously terminated due to redundancy, resulting in their employment priority when hiring for the same jobs. This legal solution is accompanied by a number of open questions, especially as the participants in public announcements and job advertisements procedures in special employment regimes enjoy the two instance internal protection in the same situation, which calls into question the effective application of the principle of equality before the law. Therefore, the article formulates proposals de lege ferenda to create conditions for effective exercise of the right to work, freedom of work, and protection against discrimination in a procedure in which a worker seeks to acquire a status that will provide him with the means of subsistence as well as an opportunity to develop his personality through work.

The right to protection against unfair dismissal is one of the fundamental rights of employees. It means that an employer cannot dismiss an employee unless there is a valid reason related to the capacity or conduct of that employee or to the employer's requirements. At the very core of this rule lies an inclination to create a balance between the need to protect employees, as the weaker (economically dependent and legally subordinate) party to the employment relationship, and the need to preserve employers autonomy in matters that affect their business activities. In times of crisis, broad guarantees of employment security are criticized as an obstacle to overcoming the difficulties employers face in the market. On the other hand, the legal systems that give employers absolute freedom to dismiss employees are also criticized, because employees feel a bigger need for protection when they're facing the risk of (long-term) unemployment. These were the ongoing debates after the flare-up of economic crisis in the autumn of 2008, and certain European countries decided to loosen up the protection against dismissal (simplifying the dismissal procedures, shortening the notice period, decreasing protection against unlawful dismissal). However, there is fear that such solutions may not be able to induce increase in employment rates and that they may lead to a deeper social inequality and marginalization of the most vulnerable categories of workers. Therefore, this paper starts with the examination of the right to protection against unfair dismissal and its place in the corpus of labour rights, as well as the development and contemporary interpretations of the concept of valid reasons for dismissal. After that, the key aspects of the reformed rules on dismissal in European countries are identified, as well as the fundamental challenges and obstacles for effective exercise of the right to protection against unfair dismissal in Serbian legislation and practice. And in the end, we draw a conclusion that economic crisis can be ...

Gender Issues in Private International Law -- The Reproduction of Gender Difference and Heteronormativity in Family Law -- Family Matters: Gender, Community and Personal Laws in India -- Compensation for Damages Suffered by Women Performing Unpaid Domestic Work -- The Best Interests of the Child and Gender Perspective -- Gender Perspective of Development of Labour Law -- Leading or Breeding; Looking Ahead – Gender Segregation in the Labour Market and the Equal Distribution of Family Responsibilities -- Legal Approaches to Protection Against Gender-Based Violence and Harassment at Work with a Particular Focus on the Situation in the Republic of North Macedonia -- Digital Work and Gender Equality -- Gender Discrimination: Procedural Issues Between Procedural Autonomy, EU Provisions and Effectiveness of Judicial Protection -- Gender Perspectives in Mediation.