On 1 January 2023, the amendments to the Employment Act, as well as the brand-new Act on Maternal and Parental benefits and Act on Suppression of Undeclared Work entered into force.
Collectively, they introduce a substantial number of novelties in regulation of individual employment rights and obligations.
The most important amendments to the Employment Act concern the following:
Definite term employment contracts: with certain exceptions, both the duration (a maximum of three years) and number (a maximum of three) of definite term employment contracts are now limited. Also, an employee is entitled to request an indefinite term contract after six months of definite term employment and the employer will have to consider it. If the request is rejected, the employer must explain why in writing.
The obligatory content of the employment contract is being amended / expanded.
The distinction between remote work and work at a separate workplace has been introduced. In the former case, employees can choose from where they work. In the latter case, the place of work is specified (e.g., employee’s home) and the employer must reimburse the associated costs if the work lasts for longer than seven days per calendar month. In case of important personal needs (such as illness, pregnancy, care for a child of up to eight years of age or a sick family member), employees can request to temporarily work from a separate workplace; if the request is rejected, employers must explain why in...
The SP chief also dismissed the govt’s claims of mobile phone manufacturing in the state, saying only the assembly of devices was taking place with components imported from China, Taiwan and Korea ...