Get free access to
On 26 April 2023, a law implementing changes to the Labour Code resulting from EU directives, the so-called ‘work-life balance’ directive and the ‘parenting’ directive.
Below we present the most important changes.
The employee after working for at least 6 months (once per calendar year) shall be given the opportunity to request inter alia for:
The employer will be obliged to answer within 1 month of receipt of the request.
The permissible duration of probationary contracts will now depend on the anticipated further period of employment.
From the entry into force of the new legislation, the employer will be obliged to give a reason for the termination of a fixed-term contract and to inform about company trade union representing the employee, as in the case of contracts of indefinite duration.
The scope of information to be provided in the mandatory Information on Terms and Conditions of Employment has been significantly expanded to include, inter alia:
In the event that the employer has not established work regulations – the date, place, time and frequency of payment of remuneration for work, nighttime and the method adopted by the employer for employees to confirm their arrival and presence at work and justify their absence from work.
An employee will not be prohibited from concurrent employment with another employer unless he or she enters into a non-compete agreement with the current employer.
An employee will be able to apply for additional leave in connection with the care and care of a family member or other person living in the employee’s household. This leave is unpaid and has an annual duration of 5 days.
In addition, the employee will be entitled to time off work as a result of force majeure – e.g. a family emergency caused by illness or accident, where the employee’s presence is essential. The employee will be entitled to 2 days or 16 hours of leave per year and will be paid at 50% of his/her salary, calculated in the same way as holiday pay.
We remain available to assist you in any of the above-listed directions and to address any questions which may arise in relation to the above information, as well as to any other labour law matter.