We would like to draw your attention to the Act No. 307/2014 Coll., on certain measures related to the reporting of anti-social activities that came into force in Slovakia as of January 1st, 2015. The Act on reporting of anti-social activities (also called as Act on whistle-blowing) introduced unified conditions in connection to the whistle-blowing in Slovakia. Companies employing more than 50 employees have to meet new conditions introduced by the Act not later than on June 30th, 2015.
Since the beginning of the year a number of changes were introduced into the Ukrainian legislation. Among them, the introduction of additional import charges, amended procedure to obtain evidence from the State Register, amended procedure for stay of foreigners in Ukraine, as well as the adoption of the Law on deregulation aiming to simplify business practices by reducing licensing and approval procedures, cutting influence of public authorities on business entities and increasing investors’ rights protection.
Succession of technological development, pushed us to change our behavior by individual change. Both personal life and working environment had won or suffer. Therefore perspectives working environment have become more flexible, bringing with them benefits for employees and employers.
There are types of employment contracts that have many advantages for both the employers and the employees, depending on the industry in which the former activate. Thus, companies in manufacturing should choose contracts with a program that involves work shifts, companies in retail should opt for part-time contracts, while companies in IT should choose contracts that provide a flexible program or the possibility to work from home.
Since the beginning of March the National Bank of Ukraine extended previous restrictions on currency transactions imposed last year and introduced some new ones aiming to stabilize hryvna and currency market. These restrictions shall be valid for the following three months till June 3, 2015.
Banks, IT companies and those from the oil & gas industry benefited the most from the 5% reduction of the social security contribution (CAS) owed by the employer. At the opposite end, in the case of small companies, since the increase in minimum wage starting with January 1, 2015 they had increases in salary costs, so the measure of reducing the CAS was practically annulled.
Although employers are legally required to provide training to employees, these provisions are not always applied in practice, either because the employers don’t realise the importance of employee development or because they are not willing to bear the costs of such trainings.
The Slovak Labour Code and the Act on Employment Services impose an obligation for employers to employ persons with disabilities. In case you have employed persons with disabilities or fulfilled this obligation by placing an order, for purpose of obligation fulfillment you are obliged to inform the Headquarter of Employment, Social Affairs and Family of the SR about the fact till 31.3.2015.
Since the beginning of 2015, Minimum Wage Act came into force in Germany, which also binds to Slovak employees working – even only temporarily - in Germany. The minimum wage of EUR8.50 is bound not only to employees who are sent to work in Germany, but also to the employees who carry out only part of their work in Germany, or even merely passing through Germany, i.e. even in the truck and passenger traffic.