We would like to remind you again that regulations introducing remote work into Polish law will come into force on April 7, 2023. Below, we will provide answers to the most frequently asked questions that may arise during the implementation of the new procedures.
Where do we define the rules for remote work?
The principles of remote work are specified in an agreement concluded between the employer and the company trade union or employees, work regulations or remote work instructions.
The agreement or regulations specify, among other things: the rules for covering costs by the employer, determining the cash equivalent or lump sum, and monitoring the performance of work by an employee who performs remote work as part of a group or groups of employees who are covered by remote work.
What remote work modes do the regulations provide for?
Remote work may be specified in detail in the employment contract or may be performed occasionally, at the employee's request, for a period not exceeding 24 days in a calendar year.
When cannot an employer refuse remote work?
An employer cannot refuse remote work, including when requested by a pregnant employee, an employee raising a child up to the age of 4, or an employee caring for another member of the immediate family or another person living in the same household who has a disability certificate or a certificate of significant disability.
To what extent does the employer have the right to control the employee's remote work?
The employer may carry out an occupational health and safety inspection or an inspection of compliance with security and information protection requirements, including personal data protection procedures.
What are the obligations of the Employer?
The employer is obliged to provide, among other things: materials and work tools, as well as the installation, servicing and maintenance of work tools or to cover the necessary costs related to the above.
If you are interested in the above topics, please contact our office, we will provide you with all the information and help you implement mechanisms for remote work.
This article is for informational purposes only and does not constitute legal advice.
Legal status as of April 6, 2023.
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