The Czech Labor Code has undergone significant amendments, which came into effect on October 1, 2023, introducing several key changes that both employees and employers need to be aware of. These changes will impact various aspects of employment law. In this article, we will explore some of the most noteworthy modifications that could impact your employment.
1. Home Office Regulations
One of the most important change is the more comprehensive regulation of remote work. Employees can now request permission to work remotely, but employers are not obligated to grant it unconditionally. A written agreement between the employer and employee is mandatory, whether as a separate legal action or part of the employment contract. Furthermore, if agreed upon between the employee and the employer, the employers will now be responsible for covering the costs incurred by employees during remote work, such as energy consumption, gas, electricity, and waste removal.
2. Contract Workers' Rights
The amendment imposes new obligations on employers concerning employees working under agreements outside the employment relationship. Employers must schedule their working hours in advance and notify them of their weekly working time schedule at least three days ahead. Contract workers will also enjoy the right to annual leave on par with regular employees and additional premiums for night work, weekends, and holidays. Moreover, those who've been employed for at least 180 days within the last 12 months can request formal employment, which the employer must respond to in writing.
3. Parental Rights
Parents of young children will benefit from enhanced rights under the new amendment. Those with children under nine or caregivers of dependents will be entitled to shorter working hours, remote work, or adjusted schedules upon request. Employers will need a credible justification for any refusal, and it will be prohibited to order pregnant women or parents of children under one year to work overtime.
4. Electronic Document Delivery
The amendment simplifies electronic delivery of labor-related documents. Important documents will have a narrower definition, allowing for more straightforward electronic delivery without meeting strict formal requirements. Instead of the employee's mandatory confirmation, documents will be deemed delivered after 15 days from the delivery date. However, electronic delivery is subject to the employee's separate written consent and a designated electronic address not controlled by the employer.
Employers will now be required to provide extended notifications to employees regarding employment relationships and any changes. This information can be included in employment contracts, internal regulations, or communicated electronically.
In summary, the recent modifications to the Czech Labor Code introduce important changes in labor regulations, covering remote work, contract workers, parental rights, electronic document delivery, and information obligations for employers.
In the coming articles, we will look into each area of the amendment in more detail. Stay tuned for more comprehensive insights into these changes in the Czech Labor Code or contact us right away at info@expatlaw.cz for further details.