Remote work in a new interpretation. Among the new regulations, we will find a new definition, employer’s obligations, as well as specifying the technical conditions that must be met for this type of work to be performed. The rules of the rule concerning applications, authorizations (binding application), and potential refusal seem to be particularly important. Read the summary of the changes resulting from the amendment.
Under the Act of March 2nd, 2020, on special solutions related to the prevention, prevention, and combating of COVID-19, other infectious diseases, and crises caused by them, the employment relationship is a legal relationship between the employee and the employer. Within its framework, the employee undertakes to perform work of a specific type for the employer under his supervision and at the place and time designated by the employer.
The amendment, which will enter into force on April 7, 2023, repeals Art. 3 of the “Covid” Act, specifying the rules for working from home during a state of emergency (including the state of an epidemic). It introduces e.g. the concept of basic remote work and hybrid work, with differences resulting mainly from the needs reported by the employer and the employee, and thus not dictated by the content of the act.
The fragments of the act defining the rules of remote work during the pandemic have been replaced by the possibility of agreement with the employer (in special cases).
Under Art. 67 of the amendment, work may be performed in whole or in part in a place indicated by the employee and agreed with the employer each time, including at the employee’s residence address, in particular using means of direct remote communication.
As a rule, the changes introduced by the amendment do not force renegotiation or annexation of employment contracts concluded before the date of entry into force of the provisions.
However, in the case of an agreement on the performance of remote work, when concluding an employment contract, the information referred to in Art. 29 sec. 3 k.p. (written information about employment conditions) about:
When the agreement on the performance of remote work takes place during employment, either party to the employment contract may submit a binding request to cease such work and restore the previous working conditions. The party has 30 days to do so.
An employee may propose to switch to full or hybrid work on their own by applying to the employer. The application may be binding on the employer when at least one employee-related criterion is met:
In such a case, the employer is obliged to take into account the above-mentioned request. employees, unless it is not possible due to the organization of work (work regulations) or the type of work performed by the employee (health and safety regulations).
In the event of a refusal, the employer is obliged to provide objective reasons for the refusal within 7 days from the date of submission of the application by the employee.
After a positive consideration of the employee’s application, the employer is additionally obliged to provide conditions for remote work. The content of the amendment indicates that the employer should: