PRO HR July 2022


What is the newest issue of the employer newsletter about?

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.

We can expect that it won't be long before regulations on remote work come into effect and telecommuting will be a thing of the past. It will be possible to perform work remotely on a full or hybrid basis. This will require making arrangements with the employee. 

The electronic form of documentation is to include not only the agreements under which the parties agree on the introduction of remote work, but also the mandatory employee statements and, unusually, any employee requests required by the provisions of the Labour Code or the provisions of other laws or executive acts, defining the rights and obligations under labour law, to be made in writing. 

In the case of remote work under the new rules now being amended, safe and healthy working conditions will have to be taken care of, first and foremost, by the employee. This is due to the form of work performed outside of the employer's broader occupational safety and health supervision. 

On 4 June 2022, an amendment to the ECS Act went into effect.  We discuss the most significant changes. 

Termination or immediate termination of a fixed-term contract will require a cause. There will also be an obligation to consult the trade union organization. It will be possible to reinstate the employee (currently only compensation is possible). 

This obligation is independent of the time of the year and the conditions in which employees perform their work. In the case of outdoor work, if the temperature is higher than 25°C, the employer should provide workers with other beverages, in addition to water. Similarly, if the indoor temperature exceeds 28°C.

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