In July 2022, the Proposal of the Law on Amendments to the Labour Law was published. Numerous changes have been announced, and Confida introduces an overview of the most important. We mentioned, in one of the previous articles, how important employee satisfaction is and how certain current legal provisions are not enforceable. With this in mind, it is necessary to adjust legal regulations.
The number of fixed-term employment contracts is limited to three contracts
Many workers had problems with the constant granting of fixed-term employment contracts. This will no longer be possible. The employer will be able to conclude up to three fixed-term employment contracts or annexes with the worker. Also, the break between such contracts will no longer be two months but six months.
Another important change is that if the employer refuses to agree an employment contract for an indefinite period, although the worker has successfully completed the trial work and has been working for longer than six months, then the employer will have to explain in writing why he made such a decision.
This change will lead to a reduction in the number of temporary workers and make it impossible for dishonest employers to transfer their workers from one company to another. There will no longer be an option for workers to be unemployed for two months to wait for the break needed to sign a new contract.
The trial period will be extended if the worker is absent
The duration of the trial period remains the same – it will last six months the most. However, if the worker is absent for a certain period of trial period, for example, due to sick leave or other rights, then his trial period will be extended for the period he was absent. This will make possible for the worker to have enough time to prove himself and for the employer to have time to assess the worker’s abilities.
Possibility of employment in additional workplaces
For additional work, the worker had to obtain consent from the main employer, which will be changed by the new Act. Namely, only in rare cases will the registered employer be allowed to oppose the worker’s additional work. If the employment contract for additional work is concluded for four months or less, then the number of working hours increases from 8 to 16 hours per week. This change will encourage workers for additional employment and earnings.
Absence from work and unpaid leave to care for household members are being introduced
According to a completely new provision, the worker would have the right to be absent from work once a year without special justification, at the expense of the employer. An employee can also use unpaid leave to take care of household members. Five working days per year can be used for such needs.
Home office – the employer will be allowed to enter into the employee’s household
If the worker works from home, it is important to mention that employers will be allowed to enter into their households, under certain conditions that will need to be agreed upon. It will be possible to additionally control the working conditions.
Home office will be possible to contract as permanent or occasional, and if it lasts longer than 15 days continuously, the employer will need to determine the compensation amount for utility costs.
There is no notice period or severance pay for workers over 65 years and 15 years of service
Workers older than 65 years and with 15 years of service will not have to be paid with severance pay or have to serve a notice period. This change should bring improvement in the segment of employment of the elderly.
Final changes will be additionaly introduced so follow the weekly articles on our website.
