- Phase
- Labour Code
- Native name
- Zákonník práce
- Type
- Working time flexibility
- Added to database
- 08 May 2015
Article
52, 87a, 87 (2), 97 (7), 142 (4), 143 (1) (4), 250b, 252c; 142 (5), 142 (6), 142a
Description
In cases where an employer outlines, in a written agreement with employees' representatives, substantive operational reasons that prevent them from designating work to an employee, that employee is entitled to wage compensation. The amount of this compensation is stipulated in the agreement and must be, at minimum, 60% of their average earnings.
Another option allowing flexibility in case of substantive operational reasons that prevent the employer from designating work to an employee is the implementation of a working time account. It must be agreed in written with employees' representatives (also in the collective agreement) and cannot exceed 30 months. An employer is obliged to pay an employee the basic wage component corresponding to the employee's determined weekly working time. The employee is obliged to complete any working hours owed to the employer without undue delay, when the employer is in a position to provide them with work again.
Based on a collective agreement or an agreement with employee representatives, an employer may distribute working time unevenly to individual weeks over a period of 4-12 months. Working time may, however, not exceed 12 hours within 24 hours. An employee may be requested to work overtime for up to 150 hours per calendar year.
In relation to the COVID-19 pandemic, new short-time working schemes have been made available via Measures 1-3 included in the First Aid package. Also the use of working from home significantly increased during the pandemic. Since 4 April 2020, according to the amendments to the Labour Code, employers are entitled to order eployees to work from home and employees have the right to work from home during the pandemic. Since 1 March 2021, working from home and telework is newly regulated in more details. For instance, regulates the right of employees to disconnect.
On March 1, 2022, financial support is provided to the employer in case of restriction of his activity (reduction of assigned work by at least 10% for at least one third of the employees). The support serves to cover part of the employer's costs for compensation of the employee's wages in the employment relationship. Support from the state is provided in the amount of 60% of the employee's average hourly earnings. The employer participates in the reduced work time by additional payment of the employee's wage compensation in the amount of at least 20% of his average earnings. The employee thus receives wage compensation in the amount of at least 80% of the average wage, thereby participating in reduced work time by accepting a maximum of 20% lower earnings. Support is provided during short-time work, for a total of no more than six months during 24 consecutive months.
Citation
Eurofound (2015), Slovakia: Working time flexibility, Restructuring legislation database, Dublin,
https://apps.eurofound.europa.eu/legislationdb/working-time-flexibility/slovakia