By Charlie Loran • 23 September 2020 • 10:23
THE Council of Ministers will today approve the remote work law, a regulation that has been under negotiations for the last few months. The necessity for the new regulations comes due to the COVID-19 state of alarm, which forced millions of employees to carry out their professional work from home as of mid-March, almost overnight and without knowing what rights or duties they could benefit from. Lets look at how the remote work law will affect you.
When is it considered telecommuting?
In order for a worker to be able to benefit from these regulations, they must do 30 per cent of their weekly work remotely for a period of three months, so that’s at least two full days per week working from your home, in your dressing gown with your cat.
Who pays the expenses?
After months of working at home, employees wonder if they should continue to pay for their home services such as the phone, internet and electricity … In principle, there would be an intermediate solution, in which the worker will have the right to payment of expenses related to equipment, tools and means linked to the development of its activity, but other expenses like your rent and water bills… they will be up for personal bargaining with your employer. Fairly sure your Netflix subscription won’t count as a work expense, but you never know.
Two types of employees?
Those who are working from home or going to the workplace will have the same rights and duties, according to government sources. It establishes equal treatment between workers and teleworkers, employees who present their services remotely will have the same rights , including, job stability, working time, training and professional promotion. So you can stop worrying about missing out.
Will there be fixed conditions?
The distance work agreement must contain, as a minimum content, the inventory of means, equipment and tools required for the development of remote work. The company, for its part, may “adopt the measures it considers most appropriate of surveillance and control” to verify the compliance of the workers with all their obligations and duties. Which may include screen and call monitoring, but nothing too big brother, meaning if your desk is a little messy, your boss wont notice.
When does it come into force?
There will be a transitional period of one year, extendable to three, for the application of the rule. SPeaking to your employer about it and developing an agreement together seems to be the way this works.
So, in a nutshell, remote workers will have the same rights and it’s up to you to negotiate with your employer your own terms, however, you will have the same legal rights as an employee as your colleagues who work in the office.
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Manchester born mummy with a two year old diva (2020), living on the Costa del Sol for just short of a decade.
Former chef and restaurateur, holistic health fanatic and lover of long words.
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