Remote work requires the introduction of new, clear legal regulations that will provide employers and employees with an appropriate level of flexibility when balancing the interests of both parties - it follows from the Recommendation Book "Remote work 2.0" prepared by Employers of the Republic of Poland.
The Book of Recommendations was prepared on the basis of a survey conducted among 1,500 employers and employees.
As stated, the results of the study showed that it is difficult to unequivocally assess the impact of remote work on the situation of employees - it brings both a number of benefits (time-saving, freedom, flexibility) and negative effects (e.g. disturbance of the balance between work and life personal).
"In turn, from the perspective of employers, it generates a number of savings (including office infrastructure, media), but especially in the initial phase, it is also associated with the need to finance equipment or additional training, and at the same time makes it difficult to control employees" - noted in the publication.
It was emphasized that remote work will probably stay for longer, although along with the neutralization of the pandemic and the easing of restrictions, there will be a return, to a greater or lesser extent, to the traditional formula of providing workers with a wider share of hybrid work.
According to the survey, from March to December 2020, the positive attitude to remote work increased both among employees and employers. At the same time, digital competences among employees improved, primarily in the field of communication and the use of communication tools, e.g. operating platforms such as Zoom, Skype, Teams, and cloud solutions.
The publication also highlights the health and psychological aspect of remote work. Ok. 30 percent of the respondents admitted that it is not possible to combine professional work with family life. 45 percent experiences a sense of isolation and a lack of social contact. The mental benefits of working remotely are felt by 74 percent of people, and the negative effects of 94 percent of people, which - underlined - makes it necessary to provide psychological care for the group of employees and employers.
Employers of the Republic of Poland stated that remote work requires the introduction of new, clear legal regulations that will provide employers and employees with an appropriate level of flexibility while balancing the interests of both parties to the employment relationship.
"The current legal regulations on remote work provided for in the Covid Act provide only a temporary solution to this issue. The new code regulation of remote work should regulate fundamental issues and introduce minimum standards. At the same time, however, it should maintain maximum flexibility, allowing for additional regulation in company acts or employment contracts specific issues, such as the frequency or place of remote work, the equipment of the remote workstation or the amount of the equivalent to cover the costs of utilities. It is not recommended to co-finance the costs of utilities in the new regulations "- it was noted.
The organization recommends that the requirement for a workplace to be specified in an employment contract should be removed and that the requirement of the written form for entering into an employment contract be relaxed. Moreover, it proposes to change the education and higher education system by extending the activities building digital competences and to provide educational activities aimed at the 50-plus group.
"The amendment to the Labor Code itself does not guarantee that remote work will be an effective solution. Therefore, it is necessary to create an appropriate background for the functioning of this regulation. Educational activities should be undertaken, a digital competence development program should be adopted or digital exclusion should be more effectively combated. The role of decision-makers in popularizing remote work. is therefore broad, as it is not limited to regulating legal regulations "- commented the Employers of Poland's expert on labour law, Katarzyna Siemienkiewicz. (PAP)
author: Karolina Mózgowiec