PRO HR June 2021


What is the newest issue of the employer newsletter about?

Employers are required to admit employees after maternity, parental or child-care leaves to work in the same jobs as before the leave.

Both the EU and the UK completed all formalities related to Brexit. The final version of the Trade and Cooperation Agreement (Brexit Agreement) was published in the Official Journal of the EU and came into force on 1 May 2021. 

Although only assumptions of the Polish Deal are known, it may already be expected that only taxpayers earning less than the national average will gain from the introduction of the changes.

The Labor Code explicitly allows the use of tenure at work criterion in determining rules of remuneration. 

The employer may provide the employee with information contained in monthly (broken down into months) reports concerning this employee electronically only upon with employee’s consent. In our assessment, there are no legal obstacles for the consent to be granted electronically (e.g. by email).

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. 

Solutions facilitating the retention of legal stay and work of foreigners were introduced in connection with the pandemic. Validity dates were extended for work permits, statements on entrusting of performance of work, temporary residence permits and national visas which expired during the pandemic.

Holding a COVID certificate will facilitate travel. The certificates – the so-called vaccine passports – confirm that you are a convalescent, have been vaccinated or have obtained a negative COVID-19 test result. 

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