MPs’ clear earnings bill ever nearer adoption

The second reading of MPs’ clear earnings bill, whose original version we described on our portal, is due in early May. In April, a parliamentary subcommittee adopted a new, truncated version of this bill, which only added new obligations during recruitment.

The changes are to come into force six months after the act is published. 

At the same time, work is underway at the Ministry of Family, Labour and Social Policy to prepare a draft bill that would comprehensively implement the remaining provisions of the EU’s Remuneration Transparency Directive.

We encourage you to follow our BehindThePayCurtain series to keep up to date with the planned changes.

Ministry presents another draft bill on the minimum wage

The Ministry of Family, Labour and Social Policy has presented a new version of the draft bill on the minimum wage. 

The key proposed changes include tying the minimum wage to average remuneration: the minimum wage should be 55% of the national average. Moreover, special duty allowances, other allowances and bonuses and awards will no longer count towards the minimum wage. The bill envisages a gradual exclusion of these components of remuneration from 2026. 

The new legislation would also introduce higher penalties for employers who infringe employees’ rights and a new offence for failure to pay wages for at least three months.

Court news: Employees should verify alcohol tests to avoid consequences

An employee was given a breathalyser test, which showed a presence of alcohol. The device was without a mouthpiece, so it could not accurately determine the level of alcohol in the body. However, the employee did not ask for a further verification test, but instead left the workplace.

Following an appeal against the dismissal, the court found that the employee had committed gross misconduct. The Court of Appeal upheld the verdict: an exact level of alcohol was not essential, because other evidence and the employee’s unwillingness to verify the result of the breathalyser test were sufficient.

What should you be aware of regarding the May public holiday?

This years’ approaching long May weekend falls in such a way that one of the two public days off, namely 3 May, is on a Saturday. Employers should, therefore, reduce the working hours of employees in the remuneration settlement period that includes 3 May by one whole day and designate another day off during this period for the public holiday on a Saturday. 

However, this does not apply to those for whom Saturday is a working day. Such employees will simply have the following Saturday off.