The government is adjusting labor law regulations to the remote-work reality. Three months after the end of the epidemic, teleworking is to disappear. It will be replaced by remote work. 

Employers who want remote work to continue to function in their workplaces, will have to introduce it and regulate it anew. The must be prepared for a lot of formalities. 

The agreement or remote work regulations will have to regulate the rules of performing such work, e.g. control, occupational health and safety conditions, communication and confirmation of presence or costs of remote work. Employers will also have to specify groups of employees who will be able to use remote work. 

Employers will have to cover the costs related to installation, service, operation and maintenance of work tools necessary to perform remote work, costs of electrical energy and the necessary access to telecommunication links, although it is unknown in what shape the provisions will finally be approved. 

“Occasional” remote work is a novelty. The employee will be able to request up to 12 days of such remote work annually and the employer should accept such request.

“Occasional” remote work will be less expensive and less formalized. 
 

Find more in the PRO HR June 2021.