The contribution pertains to the amendments to the Labour Code concerning employment contract for a probationary period that were enacted in 2023 in the course of transposition of the Directive 2019/1152 on transparent and predictable working conditions. Author introduces characteristic features of employment contract for probationary period, provisions of the Directive 2019/1152 relating to probationary period, new Labour Code regulations on the length of probationary period, admissibility of a renewal of a contract for probationary period, as well as the prohibition of terminating an employment contract with notice or applying a measure having the outcome equivalent to termination of an employment contract. Author pays attention to practical problems of applying new provisions, and he emphasizes incoherencies that were created in the process of implementing the Directive 2019/1152. In author's opinion, de lege ferenda it would be appropriate to abolish the separated contract of employment for probationary period, and to give the parties the option to agree on a probationary period as a component of a fixed-term contract or an open-ended contract.

The article deals with major aspects of the amendment to the Labour Code of 1st December 2022 that introduced permanent rules concerning the performance of remote work. The definition and the types of remote work are presented, including regular remote work, remote work in extraordinary circumstances, and remote work on occasional basis. Author critically evaluates new regulations, and he regards remote work most of all as the pattern of work process organization and the method of performing employee duties.

The elaboration is dedicated to the analysis of the EU Court of Justice judgment of 26 January 2021 in case C-16/19 VL v. Szpital Kliniczny im. dra J. Babińskiego in Kraków. CJEU was of the opinion that the concept of discrimination under the Directive 2000/78 may refer to less advantageous treatment within the group of employees with disabilities. The employer's decision to grant the allowance only to those employees who had submitted their disability certificates after the specific date may be discriminatory. In author's opinion, the interpretation made by the CJEU may have consequences that go beyond the dispute at stake. In the light of the ruling it seems that the Union concept of discrimination may cover the different treatment among individuals distinguished by the same protected characteristic.

Part 2 of the elaboration is dedicated to the perspectives of introducing provisions on remote work into the Labour Code. Author argues that de lege ferenda the essence of remote work is work performance at home, i.e. in private sphere of an employee. In his opinion, from theoretical perspective, work at the establishment and work at home may become equivalent options of an employment relationship. Therefore, it is appropriate to reconsider the concept of an employment relationship, and to amend Article 22 LC and 29 LC, in order to take into account the nature of remote work. The admissibility of work performance at home should become an essential component of an employment relationship. Author is of the opinion that the material scope of application of remote work should be broad. Under the Labour Code, employer and employee should enjoy a broad margin of discretion on determining the conditions of remote work performance. Part 1 of the elaboration, published in the previous PiZS issue, was dedicated to the analysis of remote work de lege lata under the Law of 2nd March 2020 on special solutions related to prevention of, countervailing and combating COVID-19, other infectious diseases and crisis situations caused by them. Author introduced the provisions on remote work, and their subsequent amendments. He analysed the employer's competences to introduce remote work, the conditions of its performance, material scope of application, and also rights and duties of the parties to the employment relationship.

Part 1 of the elaboration is dedicated to the analysis of remote work de lege lata, as provided by the Law of 2nd March 2020 on special solutions related to prevention of, countervailing and combating COVID-19, other infectious diseases and crisis situations caused by them (so-called "Anti-Crisis Shield"). Author introduces the provisions on remote work, and their subsequent amendments. He analyses the employer's competences to introduce remote work, the conditions of its performance, material scope of application, and also rights and duties of the parties to the employment relationship. Part 2. of the article will be dedicated to the perspectives of regulating remote work by the Labour Code. Author argues that de lege ferenda the essence of remote work is work performance at home, i.e. in private sphere of an employee. In his opinion, from theoretical perspective, work at the establishment and work at home may become equivalent options of an employment relationship.