Labour Code Amendment 2022, Slovakia - The next big amendment to the Labour Code - will it complicate or simplify the “HR processes” in your company?
Written By
Partner
Slovak Republic
As a partner of the Bird & Bird office in Slovakia, I offer more than 17 years of experience supporting clients predominantly on Corporate/M&A transactions and commercial contracts with a strong expertise in innovative projects in the Automotive and Defence industry.
Senior Associate
Slovak Republic
As a Senior Associate with more than 12 years of professional experience, I head up the Employment practice in Bratislava advising the clients on all aspects of Slovak labor laws from employment commencement to employment termination, incl. specific HR related topics like diversity & inclusion, privacy & data protection, whistleblowing, IP and social security.
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The long-awaited amendment of the Labour Code (the “Amendment”) effective as of 1 November 2022, although delayed, completes the process of transposition of European Directives No. 2019/1152 and No. 2019/1158 (the “Directive or Directives”) in the field of labour law in the Slovak Republic.
Let's take a look together at what the amendment changes in the context of the Slovak Labour Code and what consequences or obligations it will bring to employers in practice, not only in relation to new employees but also to existing ones, as well as to those who perform work abroad for long periods of time.
Please click here to view the below content in Slovak.
Maximum relevance
- New employment contract
- Transparency and predictability of working conditions
- Prohibition on restricting the employee's other gainful activities outside working hours
- New rules for probation
- Transition and rules on minimum predictability of work
- The employee's right to complain to the employer and its legal protection
Medium relevance
- Formal employer obligations for employees working abroad
- Formal obligations of the employer when changing the working conditions of employees working abroad
- The possibility for an employer to post an employee in the framework of the cross-border provision of services to another EU member state
- The possibility of providing information in electronic form
Minimum relevance
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