Amendments to the Slovak Labour Code effective in 2021
We would like to draw the attention of employees and employers to changes to the Labour Law introduced by the latest Amendments to the Slovak Labour Code effective as of 1 March 2021 or 1 January 2022.
Do you work from home, or your employees work from home?
Below you will find the most important changes related to work from home, teleworking, and home office
For work from home and teleworking, the amendments clarify the existing legislation more precisely (e.g. by emphasizing the need to agree on this type of work in the employment contract, reimbursing an employee for using their own equipment, etc.).
For home office, the amendments introduce the requirement for equal treatment of an employee working via home office and an employee working at the workplace, the right to be off-line, and the right to inform the employer about technical problems.
Do you take permanent care of a child, or have a person at the workplace who permanently takes care of a child?
The amendments complement the definition of an employee permanently caring for a child, i.e. an employee caring for their own child under 18, including alternating personal care of both parents, as well as an employee to whom a court entrusted personal care of a child.
New reason for giving notice by employers
The amendments introduce a new reason for giving notice to an employee (effective as of 1 January 2022): as an employer, you may also terminate employment if an employee has reached both the age of 65, and the age required for entitlement to an old-age pension (both conditions must be met).
Is your company part of a group of companies and you are considering assigning employees to a related party?
The amendments simplify the assignment of employees to related parties (i.e. between controlling and controlled entities): an assignment will no longer be subject to the condition of existing operational reasons as regards the assigning employer, or to the condition of the employee’s 3-month employment if temporary assignment has been agreed for no consideration.
Meal voucher or financial contribution?
In addition to the 3 existing options (1. Own cafeteria; 2. Cafeteria at another employer; and 3. Meal vouchers), the alternative of a financial contribution to meals was added – an employee working at an employer which cannot provide meals in its own or another entity’s cafeteria, can choose (once every 12 months) between meal vouchers, or a financial contribution to meals.
Work of school-aged children
With the permission of the Labour Inspectorate, employers will be allowed to employ young people over 15 with incomplete mandatory school attendance to perform light work activities.
Flexible working hours during a business trip
A new provision in the Labour Code introduces an exception to the ban on using flexible working hours during a business trip – the exception applies where the employee and the employer agree on a different arrangement, or where the business trip takes place exclusively during basic working hours.
When can trade unions operate at an employer?
A new provision of the Labour Code regulates activities of trade unions at a workplace – a trade union which operates (or wishes to operate) at an employer must meet the condition that its members include employees who have an employment contract with the given employer.
We will be glad to answer any questions you may have and provide legal consultancy related to labour law.
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