Remote Work (Home Office)
In this article, we will discuss remote work (also known as home office). This refers to a situation where you work outside of your employer's premises (from home). You can agree with your employer to work remotely. You are entitled to compensation for any costs incurred due to working from home.
You can agree with your employer that you will perform your work from home. However, you do not have a legal right to work remotely. Remote work is only possible after a written agreement between you and your employer regarding remote work.
An employer can only order you to work remotely if the law requires it (e.g., during an emergency situation or under crisis regulations). The employer can only mandate remote work for a necessary period and only if the remote work environment is suitable for work. You have the right to refuse this request if you do not have an appropriate place to work from.
If you work from home, you will incur costs (e.g., for electricity, gas, etc.). You are entitled to compensation for those costs incurred in relation to your remote work. You can either prove the amount of costs to your employer, or the employer may reimburse you with a fixed (lump sum) amount.
The amount of the lump sum is determined by the Ministry of Labor and Social Affairs. This amount is provided for each hour of work. If you choose the lump sum compensation option, you cannot ask your employer to reimburse any additional costs incurred.
If you work under an agreement for work activity (DPP) or a short-term work agreement (DPČ), you can only claim compensation for remote work costs if this has been agreed with the employer. Compensation for costs during remote work is not automatically granted. If you wish to work remotely, the employer will only cover the costs if this is explicitly agreed in the contract. Subsequent requests for compensation may not be granted by the employer.
You can also agree with your employer that you will not seek compensation for remote work costs at all.
When working remotely, you set your own working hours. However, the duration of your shift must not exceed 12 hours. You are not entitled to overtime pay or a holiday premium for working beyond standard hours or during public holidays. You also do not have the right to compensation for full-day work obstacles or personal emergencies.
Remote work can be terminated either through a written agreement or resignation. Neither you nor your employer is required to justify the termination. The notice period begins upon receipt of the notice and lasts for 15 days. You and your employer can agree on a different notice period.
You can negotiate remote work with your employer, but you do not have a statutory right to it. During remote work, you have the option to request compensation for costs associated with working from home. You can either prove the amount of costs to your employer or receive a lump sum amount defined by law.
Do you need advice regarding remote work? Contact us, and we will help you. We specialize in helping employees assert their rights, particularly in cases of work-related injuries, severance, occupational diseases, and invalid dismissals.
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In the event of a workplace accident, the damage is often not limited to personal injury. Damaged watches, broken mobile phones, or destroyed clothing can impose an additional financial burden in what is already a complex situation. As an employee, you have the right to compensation for damage to your personal belongings in connection with a workplace injury—and in this article, we will explain how to effectively assert this right.
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Workplace injuries can affect an employee's life not only in terms of health but also financially, with consequences that extend over a longer time horizon. The result may be a prolonged impairment of the employee's work capacity. Initially, the employee operates under the regime of temporary incapacity for work.
Workplace accidents present not only a health risk but also a financial burden for employees. In cases of long-term sickness, employees often rely on sickness benefits, which, however, do not cover the full salary they were receiving from their employer before the workplace accident. If you are injured at work, you are entitled to compensation for lost earnings, which should cover the difference between the sickness benefits you are receiving and the amount you would typically earn from your employer if the accident had not occurred.
O vaše práva zaměstnance se stará Advokátní kancelář Ing. Mgr. Ladislav Šmarda, se sídlem v Olomouci a Praze, ČAK 18060
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