On 24 May, the Council of Ministers adopted a bill to permanently introduce provisions on remote work to the Labour Code. What new obligations will they impose on employers?
The Council of Ministers approved the bill and it will soon be sent for further legislative work. This is a long-awaited moment for both the employers and employees, because work on introducing remote work to the Labour Code has been going on almost from the beginning of the coronavirus pandemic. What important changes did the law makers prepare?
Introducing provisions on remote work will mean that employers will have to adapt to the new rules of entrusting work and fulfil a number of obligations.
Three most important assumptions of the bill are:
Key obligations of employers resulting from the new provisions of the Labour Code:
Moreover, pursuant to the proposed provisions of the labour law, an employee will be able to apply for occasional remote work for a maximum of 24 days in a calendar year. For this purpose, the employee will submit an appropriate application, and occasional remote work is to be justified only by the employee’s interest.
The draft amendment to the Labour Code was adopted by the Council of Ministers on 24 May and will soon be submitted to the Sejm. It is also known that the proposed act is to enter into force 14 days after its publication in the Journal of Laws. However, the provisions introducing remote work to the Labour Code are to enter into force after 3 months from the date of lifting the state of epidemic in Poland, which took place on 16 May 2022.
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