Remote work will be carried out at a place indicated by employee but agreed with employer. There will be occasional remote work, up to 24 days per year, without too much bureaucracy and costs for employer.

Remote work will be, among others, at employer's order during an epidemic emergency state and 3 months later or at employee's request. A draft of agreement with  union(s) or remote work regulations consulted with employee representatives is required.

We must include professional groups covered by remote work therein. It is also necessary to calculate lump sum that employer will pay to employees for remote work. Parents of children up to the age of four and pregnant employees will be able to successfully request for remote work. In some cases, employer will be entitled to refuse. 

The law on remote work will come into force 2 months after publishing in the Journal of Laws. 

Employer will be entitled to test sobriety of employees. Testing will be possible only if its purpose is to protect life and health of employees and other persons or to protect property. In the collective bargaining agreement or work regulations or, in small companies, in an announcement, employer will have to regulate rules on testing, type of testing tool and the tested groups of employees. Employer must inform employees about testing implementation two weeks ahead.

Employer must also provide each newly hired, covered by testing, employee with written or electronic information about testing rules before allowing them to work. 

It will also be permissible to test the presence of substances causing similar effects to alcohol.

The law on substance testing will come into force 2 weeks after publication in the Journal of Laws.

We are now waiting for the law to be published.

Find more in the PRO HR January 2023.