Occasional Remote Work – Key Information and Rules

The regulations have been in effect since 7 April 2024.
An employee can request remote work as needed, for example, in cases of difficulties commuting to work that day, cancelled trains, feeling unwell or having to accommodate a professional at home, such as for an inspection of installations.
The possibility of remote work applies to both companies that have not implemented remote work at all, as well as those that already use it.
The employer can refuse the request for remote work without providing a reason.
Occasional remote work can be requested for up to 24 days per year.
Employees working part-time are also entitled to the full 24 days.
Remote work days can be used individually or accumulated.
The employer does not have to reimburse expenses or pay a flat rate for remote work days.
The employer does not need to have a formal regulation or agreement with trade unions, nor does it need individual remote work agreements.
Collective or individual agreements cannot increase the number of remote work days; any such provisions would be invalid, and any “additional” days would be treated as “regular” remote work subject to all applicable remote work regulations.
The standard documentation for “regular” remote work must be applied, meaning that the employee must be familiar with the occupational risk assessment and information containing guidelines for safe and hygienic remote work, as well as data protection procedures.