As remote working models become widespread, employers’ employment law obligations take on a new dimension.
Remote work does not change the nature of the employment contract, but it does require working conditions to be set out in writing. The employer’s occupational health and safety obligations continue in remote work; equipment, expenses and data security must be addressed explicitly in the contract.
Clearly defining working hours, overtime and the limits of availability provides predictability for both employer and employee. Preparing remote-work policies in compliance with the legislation reduces future disputes.
