articles - Labour and employment law

The provisions of Shield 4.0 are already in force as part of the draft law on interest rate subsidies for bank loans to ensure the financial liquidity of entrepreneurs affected by COVID-19, as well as amendments to some other acts.

According to the Personal Data Protection Authority (“DPA”), employers may not process employees' biometric data to record working time. However, this does not mean that employers may not use such data for other purposes.

Corporate awareness of social responsibilities is growing on the dynamically changing labour market. Private business is paying increasing attention to exclusion and diversity among employees. One of the manifestations of such openness and social responsibility is the gradually growing interest in employing people with disabilities. This proves that the role of more inclusive employers, i.e. employers who draw as many employees as possible into the life of the workplace, is increasing.

Employees expecting to receive termination notice often take sick leave to protect themselves from dismissal (or at least to postpone it). During the coronavirus pandemic, the risk of losing a job is increasing, whilst digitally obtaining a medical certificate is easier than ever. When dismissals have to take place in unusual circumstances, e.g. during a period of remote work, it is important to be familiar with the rules concerning termination of employment in the event of an employee's illness. Contrary to popular belief, it is not the illness itself that guarantees protection against...

Based on internal regulations or the provisions of the so-called anti-crisis shield, many employers have decided to instruct employees to perform remote work. Until now, employers have rarely used this form of work, so this is a serious challenge for them. This concerns not only organising remote work, but also providing employees with safe conditions for performing it in their place of residence. One of the difficulties that employers should take into account is the possibility of work-related accidents.

Due to the current situation caused by the spread of SARS-CoV-2, entrepreneurs are forced to cut costs. When other measures are insufficient, staff reductions may be necessary. Whether such redundancies take place collectively or individually, the rules on employment contract termination will still apply.