Mandatory Information on Working Conditions

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  1. According to Article 29 § 3 of the Labour Code, the employer is required to inform the employee about the terms of employment.
  2. The information can be provided in writing or electronically.
  3. Deadline – the employer has seven days from the day when the employee begins work (actual first day of work, not signing of the employment contract) to comply with this obligation.
  4. How this information is prepared – it should be as individualised as possible. There should be no situations where, for example, a male employee receives information about breastfeeding breaks, or an employee without a moderate disability certificate receives information about rehabilitation breaks.
  5. It is clear that, in organisations employing several thousand people, it may not be possible to individualise each piece of information. However, it is reasonable and appropriate to prepare at least separate information for women, men, employees with disability certificates, and employees working in time systems different from the basic or task-based systems.
  6. The catalogue of information that must be provided to the employee is specified in Article 28 § 3 of the Labour Code. This includes, among other things: daily and weekly working hours, entitled breaks (statutory and additional breaks introduced by the company), weekly and daily rest periods, rules regarding overtime work and compensation (e.g. who approves it, how to report it), other components of remuneration not agreed upon in the employment contract, as well as financial or material benefits (e.g. medical care, additional life insurance, free transport to work, lunch cards), the pension schemes (PPE or PPK) the employee is enrolled in (this information can be provided within 30 days from the day when the employee starts working, but in practice, a single piece of information is usually prepared within seven days).
  7. The purpose of this obligation is to ensure transparency and clarity in the relationship between the employer and employee, as well as to prevent misunderstandings and disputes regarding working conditions. The employer should provide the employee with detailed information, in writing, that will form the basis for future cooperation.
  8. Any changes to the working conditions during the course of the employment contract must be promptly notified to the employee.
  9. If the address changes, the information must be provided within seven days from the date of the change.