Poland: Longer leave for parents and carers
Date for work-life balance directive implementation still not known, but law more than likely to change this year.
The much anticipated “work-life balance” changes are likely to disappoint some employees, as more rights and additional leave entitlements will mainly be granted to employees who are parents, said Paula Koczara, a senior associate in Bird & Bird’s Employment Law practice, speaking to MarketNews24.
The changes include extending parental leave by nine weeks if the leave is used by just one parent. In practice, this means that if a mother consumes her entire current parental leave entitlement, the nine-week pool can only be used by the father of the child. More entitlements will be enjoyed by parents of children up to eight years of age. They will have the right to refuse to work at night, to perform overtime or to travel for work-related purposes. At the same time, employers will be required to make it easier for such parents to work remotely or to work flexible hours.
Two changes will apply to all employees: Emergency leave of 2 days or 16 hours (with the right to payment for such absences of one half of the salary due) and unpaid care leave of up to 5 days to take care of a family or household member.
Employers should monitor parental rights to prepare themselves for the challenges posed by effective work organisation and leave of absence management. It’s important to remember that each additional employee entitlement represents an additional burden for employers (even if only an organizational one). That new entitlements will generate additional costs for employers is something that cannot be ruled out, added Paula Koczara.
The changes include extending parental leave by nine weeks if the leave is used by just one parent. In practice, this means that if a mother consumes her entire current parental leave entitlement, the nine-week pool can only be used by the father of the child. More entitlements will be enjoyed by parents of children up to eight years of age. They will have the right to refuse to work at night, to perform overtime or to travel for work-related purposes. At the same time, employers will be required to make it easier for such parents to work remotely or to work flexible hours.
Two changes will apply to all employees: Emergency leave of 2 days or 16 hours (with the right to payment for such absences of one half of the salary due) and unpaid care leave of up to 5 days to take care of a family or household member.
Employers should monitor parental rights to prepare themselves for the challenges posed by effective work organisation and leave of absence management. It’s important to remember that each additional employee entitlement represents an additional burden for employers (even if only an organizational one). That new entitlements will generate additional costs for employers is something that cannot be ruled out, added Paula Koczara.
