In short, for remote working employees (any employee that spends >30% of their time working outside an employer-designated office/client site/etc over 3+ months), all employers must have a written contract with the employee, that must:
* Define the tools & workspace necessary to provide a sufficient & safe workspace, for which the employer must cover any costs
* Define working hours (with some requirements on flexibility)
* Be voluntary, in both directions (employers can't fire people who don't want to change to remote work, employees aren't entitled to remote work if employers don't agree)
* Detail how, if at all, the employee's productivity might be monitored, and do so with reasonable regard to privacy and ability to disconnect from work
* Ensure equal treatment of on-site & remote employees, including pay, job stability, promotions, etc.
There's some caveats in there for force majeure, such that this doesn't immediately apply for the unavoidable remote setups created by COVID, but will apply for ongoing remote work where that continues in future.
Woah! Very cool. I hope to see something like that in the U.S. soon. The voluntary line strikes me as a little odd -- but I think that's because I believe soon, employment contracts will start mentioning "x days WFH per week/month" as a perk.
In short, for remote working employees (any employee that spends >30% of their time working outside an employer-designated office/client site/etc over 3+ months), all employers must have a written contract with the employee, that must:
* Define the tools & workspace necessary to provide a sufficient & safe workspace, for which the employer must cover any costs
* Define working hours (with some requirements on flexibility)
* Be voluntary, in both directions (employers can't fire people who don't want to change to remote work, employees aren't entitled to remote work if employers don't agree)
* Detail how, if at all, the employee's productivity might be monitored, and do so with reasonable regard to privacy and ability to disconnect from work
* Ensure equal treatment of on-site & remote employees, including pay, job stability, promotions, etc.
There's some caveats in there for force majeure, such that this doesn't immediately apply for the unavoidable remote setups created by COVID, but will apply for ongoing remote work where that continues in future.