Amendments of the Labour Code

2023. January 3.

The amendments to the Labour Code and other labour legislation are published and entered into force on 1 January 2023. The amendment to the Labour Code is introduced to comply with legal harmonisation obligations.


1. Extending the scope of leave

Paternity leave
The amendments include doubling the amount of extra leave fathers are entitled to for the birth of a child to 10 days’ paid time off.

Parental leave
In addition, the worker is entitled to 44 working days of parental leave up to the age of three, which can be granted by the employer at the time of the worker’s request.
Carers’ leave will be transposed, allowing a carer specified by law to be exempted from his/her duty of availability and work for up to 5 working days.

Request for teleworking – child up to 8 years old
Parents with young children can now request changes to their place of work and working hours, teleworking or part-time work until the child is eight years old. The employer must reply in writing to their written request within 15 days.


2. Obligation to provide information

Employer’s obligation to provide information
The employer’s obligation to provide information is clarified and employee must be informed in writing within 7 days of the start of employment about: the place of work, the beginning and duration of the employment relationship, the possible working hours (start and end of the workday), the possible duration of the overtime work and the specific nature of the employer’s activities, the employer’s training policy, the length of time the employee may receive training, the authority to which the employer pays the employment-related public charge.

Information about working abroad
In the case of an expected period of work abroad of more than fifteen days, the employee must be informed in writing no later than seven days before the date of departure about: the place and duration of work abroad, benefits in cash and in kind, the rules and conditions governing remuneration and reimbursement of travel, subsistence and accommodation expenses at the place of employment, the currency of remuneration and other benefits, the availability of a national single website containing relevant information on the rights and obligations of the cross-border service provider and the posted employee, the rules governing their return home.

The amendments also contain the rules on dismissal and probation period and new rules entered into force on the use of compulsory training provided free of charge by employers.

The information summarized above are given for information purposes only and cannot be considered as legal advice provided by the law firm. If you have any further questions in connection with the above, please do not hesitate to contact us.
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