While every employee has the legal right to request occasional remote work, employers retain the discretion to grant or deny these applications under the Polish Labor Code. <\/p>\n
July and August are months when employees who are parents of preschool and school-aged children face organizational challenges. Not every preschooler is guaranteed a spot in a facility, and not every student can stay home alone if needed. Although the offer of camps and day camps is broad, not everyone can manage the entire summer through them, whether for financial reasons or due to unexpected situations that force families to suddenly change plans.<\/p>\n
This is partly why the topic of remote work frequently arises in workplaces during the summer period. Even if such a form of work is not routinely used by a given employer, employees submit requests for it during this specific holiday period, and sometimes, given reduced staffing due to vacations, granting approval is a good solution for both the employee and the employer. However, the question arises whether this is possible if workplace regulations on remote work are not in effect at the company.<\/p>\n
In such cases, it should be remembered that the legislator provided for and regulated a special type of remote work in the provisions of the Act of June 26, 1974 \u2013 the Labor Code, known as occasional work. It can be used only upon an employee’s request submitted in paper or electronic form, up to a limit of 24 days in a calendar year. It must be remembered that the employer has no obligation to honor the employee’s request for this form of work and can always refuse it. Furthermore, the regulations do not require the employer to justify the decision made in this case.<\/p>\n
Occasional remote work is available to every employee, which should be understood to mean that every employee has the right to apply for it, but this does not mean the employer is obligated to grant it to everyone. It is granted based on the provisions of the Labor Code and there is no obligation to introduce it into remote work regulations. Moreover, the existence of such regulations is not required at all to grant it.<\/p>\n
The limit of 24 days indicated by the legislator is the maximum limit that allows remote work to be classified as occasional. Due to its incidental nature and the assumption that it is to be an exception to the principle of performing work at the employer’s headquarters, it is burdened with significantly fewer formal obligations than total or partial remote work and involves lower costs for the employer. In particular, it does not require detailed arrangements regarding the rules of its performance, changes to the workplace specified in the contract, or providing the employee with materials and work tools, including technical devices, necessary for its performance. To make the application of these simplified rules possible, the maximum limit specified by the legislator must not be exceeded.<\/p>\n
It is worth remembering that the legislator did not provide for converting the scope of occasional remote work into the employee’s working hours (it must be granted in days) and did not tie it to working hours. This dimension is also not subject to proportional calculation if the employee works only part of a calendar year. The statutory dimension applies to employment within a calendar year across all employers, and thus it will be subject to reduction in the event of employment with a subsequent employer if the employee used this form of work while working for the previous one.<\/p>\n
An employer who decides to accept an employee’s request for occasional remote work must remember that despite significant limitations regarding the formalities associated with its performance and the minimization of costs the employer must bear in this case, the legislator has not exempted them from obligations regarding health and safety at work and personal data protection \u2013 these remain the same as in the case of total or partial remote work. The employer must also establish rules with the employee for monitoring the performance of occasional remote work, safety and health inspections, or checking compliance with requirements regarding security and information protection, including personal data protection procedures.<\/p>\n
Article 67^33 of the Act of June 26, 1974 \u2013 Labor Code (Journal of Laws of 2025, item 277)<\/p>\n","protected":false},"excerpt":{"rendered":"
While every employee has the legal right to request occasional remote work, employers retain the discretion to grant or deny these applications under the Polish Labor Code. Summer is a time of organizational challenges July and August are months when employees who are parents of preschool and school-aged children face organizational challenges. Not every preschooler […]<\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"wpai_generated_summary":"","footnotes":""},"categories":[43],"tags":[],"class_list":["post-16392","post","type-post","status-publish","format-standard","hentry","category-politics-and-law"],"_links":{"self":[{"href":"https:\/\/bizonews.com\/pl\/wp-json\/wp\/v2\/posts\/16392","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/bizonews.com\/pl\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/bizonews.com\/pl\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/bizonews.com\/pl\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/bizonews.com\/pl\/wp-json\/wp\/v2\/comments?post=16392"}],"version-history":[{"count":0,"href":"https:\/\/bizonews.com\/pl\/wp-json\/wp\/v2\/posts\/16392\/revisions"}],"wp:attachment":[{"href":"https:\/\/bizonews.com\/pl\/wp-json\/wp\/v2\/media?parent=16392"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/bizonews.com\/pl\/wp-json\/wp\/v2\/categories?post=16392"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/bizonews.com\/pl\/wp-json\/wp\/v2\/tags?post=16392"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}