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News & Media

More news in the Labour Code effective from 1st May 2018

Date: 26/04/2018

Apart from the new employer´s duty to provide employees with a wage benefit for work on Saturday and Sunday and an increase in wage benefits for work at public holidays and for night work, the recent amendment to the Labour Code (Act No. 63/2018 Coll.) with effect from 1st May 2018 brings also following changes and novelties:

  • Wage benefits also apply to employees working based on work agreements,
  • The possibility to order or negotiate on-call time outside the workplace also during public holidays (entitlement to wage or entitlement to wage compensation in addition to compensation for standby duty),
  • The possibility to provide an employee with cash benefit for work on the occasion of summer holidays season, Christmas holidays (so-called the 13th and 14th wage is considered as wage and is exempt from taxes and duties up to EUR 500, if other conditions provided by the Act on Income Tax are met),
  • Prohibition for the employer to agree with the employee in the employment contract the basic wage in a lower amount than the sum of the basic wage indicated in the job advertisements and job offers, the amendment to the Act on Employment Services introduces from 1st May 2018 the employer´s obligation to publish the job offer including the amount of the base wage,
  • Reducing the obligation to state some data in the employment certificate (e.g. data on wage, wage compensation, etc. for annual settlement of tax pre-payments for payroll tax due to redundancy),
  • The provisions of the Slovak Labour Code also apply to employees of an employer established outside of the EU during their temporary performance of work in the provision of services on the territory of the Slovak Republic,
  • Adding the option to pay wage for overtime work during the period of compensatory leave,
  • Prohibiting the application of labour standards in the event of a threat to the safety or health of employees, an employer may introduce or alter already established labour standards only on the basis of an objective assessment of the required amount of work and the working pace of the employee,
  • Rounding up the amount of the employer´s contribution to each employee´s meal to the nearest eurocent (i.e. in favour of the employee).

 

Should you have any questions or need further information, please do not hesitate to contact our Law Firm.

 

Mgr. Martina Poliačiková

Lawyer