Occasional remote work — problems with calculating of the period of occasional remote work for part-time employees and employed during the calendar year in the context of the draft amendment to the Polish Labour Code

The government draft of the act amending the Labour Code and other acts on, among others, the introduction of remote work institution to the Labour Code, published on the Sejm's website due to the ongoing parliamentary work, provides for the possibility of performing remote work occasionally (occasional remote work). This form of work is to be allowed for 24 days in a calendar year. The proposed regulation does not directly refer to the situation of a part-time employee or employee who commences work during the year. As a consequence, the question arises whether the scope of this right is proportionally reduced. In addition, since this is an annual right related to the employee, should the information on the number of days worked in this form be reflected in the employment certificate in the event of termination of the employment relationship? The analysis carried out in the article allows for the conclusion that the principle of proportionality should be applied in both of the indicated cases, and the employer should indicate in the work certificate the number of days of occasional remote work.

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