flash news: #special solutions
The Central Institute for Labour Protection (CIOP) has decided to publish general guidelines on adapting working conditions for people with depression. In these guidelines, CIOP mentions categories such as quantitative work requirements, rewards or supervisor support and development.
In a judgment at the end of August this year, the European Court of Human Rights confirmed that a change to the terms and conditions of employment, because of not taking a vaccination against COVID-19, was justifiable under human rights law.
On 25 September 2024, a bill was submitted to the Sejm to amend the act on special solutions for remedying the effects of flood and also certain other acts.
The Ministry of Family, Labour and Social Policy is working on an amendment to the legislation on collective labour law. We have already written on our blog about the most important assumptions underlying the Collective Labour Agreements and Collective Accords Act (UC34).
The draft contains many important changes, not only from the perspective of trade unions. It has been proposed that collective agreements should also cover persons performing paid work on a basis other than employment, such as contractors.
On 25 June 2024, a new draft law on collective labour agreements and collective accords dated 20 June 2024 was published (legislative work list number: UC34).
The proposed provisions are intended to replace in its entirety Section XI of the Labour Code, which currently regulates collective labour agreements.
The premises for a draft bill on collective labour agreements and collective arrangements have been published in the list of the Council of Ministers’ legislative and scheduled work.
The new regulations are intended to regulate comprehensively the rules for entering into and registering collective labour agreements and collective arrangements. From the perspective of employers, the most important of these are:
- Specific term of an agreement. Two terms have been introduced for these agreements: 5 years for an enterprise-level agreement and 10 years for a multi-enterprise agreement. The parties will be able to extend an agreement’s duration for a further term.
- Open range of matters. The range of matters that may be covered by an agreement will be determined by the parties. This represents a significant broadening of the existing scope.