Occasional remote work, an institution provided for by an amendment to the Labor Code, entitling employees to work remotely for 24 days per calendar year, is already very popular in practice, especially among employees. What do employers think about it?
Category: Labour law
As we have mentioned in previous posts, the beginning of 2023 is marked by one of the biggest amendments to labour law in several years. Extremely intriguing for all subjects of the employment relationship is the possibility of remote working introduced by the Act amending the Labour Code, in connection with which a number of practical questions arise, such as – under what circumstances can an employer refuse an employee to perform remote work, which we answer in the following post.
Yelling, critical remarks and looks, insults in the company of co-workers – these are the most frequent manifestations of mobbing which draw the attention not only of witnesses to these situations, but above all, of the person affected by such behaviour. Mobbing is not always manifested that explicitly – how can we prove that something bad is going on?
On 6 February 2023, an amendment to the Labour Code regarding remote work and sobriety checks among employees was published in the Journal of Laws. Many questions have been raised about the possibility for an employer to carry out a sobriety check on an employee working remotely. Can employers apply it in such a case and how?
The year 2020 contributed to the surge of digital transformation. Organizations, in the face of the epidemic, implemented remote work more willingly, seeing in this solution not only business benefits but also often organizational and social coercion. Undoubtedly, the result of growing popularity of such work provision, both in the employees’ and employers’ environment was the implementation of remote work in Polish law. The amendment to the Labour Code regarding remote work has already been signed by the President and announced in the Journal of Laws, which means that from 7 April employers can officially implement the solutions provided for by the amendment. The upcoming changes and the many fears employers have about it have created many questions and at the same time many answers, quite a few of which significantly miss the truth. In this article, we debunk the 7 most common myths about remote working.
It has been more than two months since the last conference “Discrimination and mobbing at work”, organised by our law firm. Numerous participants in the event and a wide interest the topic once again proved how important the issues we touched upon were and, above all, how important it is to raise awareness of employers and employees in this area. During the meeting, many questions were also asked about how to protect people employed under civil law contracts from mobbing and discrimination.
2023 is the year of changes to the Labour Code. The most important of these are the provisions on home office and sobriety control introduced into the Polish legal order by the amendment of 13 January 2023, signed by the President of the Republic of Poland on 27 January 2023. The amendment on sobriety control will enter into force two weeks after its publication in the Journal of Laws, while the amendment on home office will enter into force two months after its publication in the Journal of Laws. There will be a lot of changes to be made, so it is worth preparing in advance.
Labour law provides for several types of leave for working parents: maternity leave, parental leave and unpaid extended post-maternity leave. In addition, employee-fathers can take so-called paternity leave of two weeks. Statistics show, however, that while paternity leave is used more and more, parental leave is only used by 1% of men. Perhaps, the work-life balance directive will change this.
On 1st January 2019, the Act on Employee Capital Plans (PL-PPK) came into force, introducing a voluntary, private long-term savings system, part of the so-called third pillar of the Polish pension system. PPK is a system created jointly by the employee, the employer and the state, supervised by the Financial Supervision Commission (PL-KNF). Who can use PPK and under what conditions? How to implement it in a company? And why is it worth it when thinking about it in the context of building the employer’s image – recruiting and retaining employees.
The Law of April 28, 2022 on the Principles of Implementation of Tasks Financed from European Funds in the Financial Perspective 2021-2027 (Journal of Laws 2022, item 1079, as amended) introduced numerous modifications to the Law on Employee Capital Plans (poln. PPK) (Journal of Laws 2020, item 1342, as amended) and the Law on the State Labor Inspectorate (poln. PIP) (Journal of Laws 2019, item 1251, as amended). The modifications, effective June 4, 2022, include, among others, changes to the deadline for enrollment of a new employee in the PPK, transfer of funds, definition of the employing entity, payments to the PPK, and new rights of the State Labor Inspectorate (poln. PIP).