What will teleworking be like after the holidays?
Posted: Tue Dec 17, 2024 8:43 am
After a summer of exchanging drafts and negotiating with unions and employers, the Government plans to approve the new Remote Work Law in September. In this article we review the latest changes to the draft law and how remote work will affect workers and employers.
COVID-19 outbreaks have made employee safety a top priority and teleworking their best ally.
The Remote Work Act not only normalises remote work, but oman phone number data highlights it as a preferred form of work.
For many companies, the return from vacation means a return to the offices, albeit in a mixed way. Large companies are opting for semi-presentiality , combining teleworking with face-to-face meetings or sessions in small groups. In the central offices of large groups, such as consulting firms or banks, they have established mixed models that combine physical positions with remote teams.
The Remote Work Law will not apply to public administration workers, who will be subject to other independent regulations.
For SMEs, on-site work will become more important. However, new outbreaks of COVID -19 could delay the return to the office. Therefore, teleworking after returning from vacation would become the norm again.
In this sense, all companies will have to comply with the new regulations that will govern teleworking and that will entail a necessary normalisation of this type of work.
The draft of the Remote Work Act was presented on June 26. It highlights the effectiveness of teleworking in maintaining business activity.
Below we review a series of points common to all companies:
1) Teleworking is voluntary
In order to be able to work remotely, an agreement between both parties will be necessary . This does not apply to internship or training contracts. However, the theoretical training hours included in your contract may be carried out remotely.
The law establishes equal treatment and working conditions between on-site and remote workers. Likewise, the agreed working conditions cannot be modified based on the difficulties arising from teleworking.
COVID-19 outbreaks have made employee safety a top priority and teleworking their best ally.
The Remote Work Act not only normalises remote work, but oman phone number data highlights it as a preferred form of work.
For many companies, the return from vacation means a return to the offices, albeit in a mixed way. Large companies are opting for semi-presentiality , combining teleworking with face-to-face meetings or sessions in small groups. In the central offices of large groups, such as consulting firms or banks, they have established mixed models that combine physical positions with remote teams.
The Remote Work Law will not apply to public administration workers, who will be subject to other independent regulations.
For SMEs, on-site work will become more important. However, new outbreaks of COVID -19 could delay the return to the office. Therefore, teleworking after returning from vacation would become the norm again.
In this sense, all companies will have to comply with the new regulations that will govern teleworking and that will entail a necessary normalisation of this type of work.
The draft of the Remote Work Act was presented on June 26. It highlights the effectiveness of teleworking in maintaining business activity.
Below we review a series of points common to all companies:
1) Teleworking is voluntary
In order to be able to work remotely, an agreement between both parties will be necessary . This does not apply to internship or training contracts. However, the theoretical training hours included in your contract may be carried out remotely.
The law establishes equal treatment and working conditions between on-site and remote workers. Likewise, the agreed working conditions cannot be modified based on the difficulties arising from teleworking.