20230607-KPMG_Global-Czech_Republic_–_Major_Changes_to_Remote_Work_Rules_4页_301kb

Czech Labour Code Amendment for Remote Work: Key Changes Summary

A draft amendment to the Czech Labour Code is currently under discussion in the Czech parliament after government approval. The changes focus on remote work rules, aiming to simplify regulations and reduce administrative burdens on employers. Key updates include mandatory written remote work agreements, simplified conditions for such agreements, and revisions to provisions for employees caring for children or children under 15 and pregnant employees.

From an employer's perspective, the amendment is favorable. Mandatory remote work agreements are now much simpler compared to the original draft. Employers' obligations to allow employees caring for children to work remotely have been reduced, with an option to not reimburse employees for remote work costs if agreed. These changes lower administrative costs.

A significant shift is the lowering of the age limit for children from 15 to under 9 years for employees seeking remote work due to childcare. Previously entitled employees caring for children under 15 no longer have automatic rights but can apply for remote work, with employers required to provide written reasons for refusal. For employees caring for pregnant individuals or dependents, similar adjustments apply, emphasizing application-based eligibility.

Reimbursement for remote work costs has been a contentious point. The amendment replaces a previous proposal for fixed compensation with three options: reimbursement of actual costs, a fixed sum based on ministerial decree, or no/restricted reimbursement if agreed by both parties. This change is viewed positively by employers, as it aligns with practical needs and reduces financial strain, though concerns remain about potential administrative burdens during implementation, possibly delaying adoption this September.

Overall, the amendment streamlines remote work policies for employers while offering flexibility. However, long-term effects depend on legislative outcomes. Employers should focus on key elements in agreements: communication protocols, work assignment and monitoring, and support staff for health and safety rules, which Czech law lacks for remote workers. For detailed assistance, contact KPMG professionals in the Czech Republic.