It is going to be a very hot summer not only for vacationers, but also for HR departments. Intensive work is underway on two major amendments to the Labour Code, expected to take effect this summer.

The key HR tasks during the summer vacation may include:

• Preparing new remote work documentation (rules and regulations / agreement with the trade unions, agreements with employees, statements, occupational safety and health rules, information protection rules, etc.); possible use of remote work during the state of epidemiological threat (this also requires preparation of new documents)
• Establishing rules for determining lump sum compensation in the case of using remote work 
• The issue of prohibition of undertaking additional work and possible removal of relevant provisions from employment contracts or internal regulations
• Assessing the impact of additional work breaks and new restrictions on overtime, night work or business travel on the operation of the work establishment;
• Audit of fixed-term contracts from the perspective of dismissals (after the amendment, termination will require specification of the cause that can be challenged by the employee in court);
• Implementation of new entitlements related to parenthood and work-life balance (primarily additional leave)
•  Revision of the rules for probationary employment - absences will extend the probationary period, and the length of the probationary period itself will depend on the planned period of employment
• Implementation of new sobriety testing rules.

These are just some of the tasks faced by HR departments. It is worthwhile to analyze at least some of these topics already now.

Find more in the PRO HR July 2022.