Slovakia's remote work environment is growing, supported by a legal framework that benefits both employers and employees. The key aspects of remote work policies and practices in Slovakia include legal regulations, technological infrastructure requirements, and employer responsibilities.

Legal Regulations for Remote Work

Slovakia's Labour Code defines two primary forms of remote work: Telework and Home Office.

Telework involves employees performing duties from a designated location outside the company's premises, typically equipped with employer-provided technology.

Home Office allows employees to work from their home address, with a less formal agreement compared to telework. Employers may not be obligated to provide equipment in this case.

Both telework and home office require a written agreement between employer and employee outlining the specific terms and conditions, such as designation of telework/home office days, work schedule and core working hours, reimbursement for expenses incurred due to remote work, and protocols for health and safety inspections in a home office setting.

Technological Infrastructure Requirements

The legal responsibility for providing equipment for remote work depends on the agreed-upon arrangement. In telework, employers must furnish suitable IT equipment that meets occupational health and safety standards, including regular inspections and maintenance. In a home office setting, employers are not legally obligated to provide equipment unless explicitly agreed upon in the contract.

Beyond the legal requirements, a robust technological infrastructure is crucial for successful remote work. This includes a secure and reliable internet connection, video conferencing tools, cloud-based storage solutions, project management software, and communication platforms.

Employer Responsibilities

Employers in Slovakia have several key responsibilities regarding remote work. They must define clear policies, provide training, maintain regular communication, implement robust data security measures, and advise remote workers on ergonomic principles for a safe and comfortable home office environment.

In Slovakia, the Labour Code permits various flexible work arrangements beyond the traditional full-time employment. These include part-time work, flexitime, and job sharing.

Part-Time Work

In part-time work, employees work a shorter schedule compared to a standard full-time week, as defined by the employment contract. This type of work offers proportional benefits and entitlements according to Act No. 311/2001 Coll., the Labour Code, Section 88.

Flexitime

Flexitime gives employees more control over their daily work schedule within pre-determined core working hours. This flexibility allows for adjustments based on personal commitments, as per Act No. 311/2001 Coll., the Labour Code, Section 88.

Job Sharing

Job sharing involves two or more employees sharing the responsibilities of a single full-time position. They divide work hours and duties according to Act No. 311/2001 Coll., the Labour Code, Section 88.

Equipment and Expense Reimbursements

The Labour Code doesn't mandate employers to provide equipment for flexible work arrangements. However, the agreement between employer and employee can specify equipment provisions. For instance, when telework is agreed upon, employers must furnish suitable IT equipment that meets occupational health and safety (OHS) standards. This includes maintenance as required by law.

For home office arrangements, employers are not legally obligated to provide equipment unless explicitly stated in the employment contract.

Regarding expense reimbursements, the Labour Code allows for optional agreements on compensation for costs incurred due to flexible work arrangements, such as internet bills or increased utility usage, according to Act No. 311/2001 Coll., the Labour Code, Section 85. Employers can choose to include expense reimbursement details within their flexible work policy.

The rise of remote work necessitates a clear understanding of data protection and privacy rights for both employers and employees in Slovakia. This guide explores the legal framework, outlines employer obligations and employee rights, and suggests best practices for securing data in a remote work environment.

Employer Obligations

Slovakia adheres to the European Union's General Data Protection Regulation (GDPR) which dictates how personal data is processed and protected. Employers in Slovakia have specific obligations under the GDPR regarding remote employees' data:

• Lawful Basis for Processing: Employers can only collect and process employee data that is necessary for work purposes and have a legal basis for doing so. This could be consent, contract fulfillment (employment contract), or a legitimate interest (e.g., monitoring work performance).
• Transparency and Information: Employees have the right to be informed about what data is collected, how it's used, and who has access to it. Employers must provide a clear and accessible privacy policy outlining these details.
• Data Security: Employers are responsible for implementing appropriate technical and organizational measures to safeguard employee data. This includes password protection, encryption, and access controls.
• Data Minimization: Employers should only collect the minimum amount of personal data necessary for work purposes and avoid storing data for longer than required.
• Data Breach Notification: In case of a data breach involving employee data, employers must notify the relevant authorities and affected individuals within a specific timeframe.

Employee Rights

Remote employees in Slovakia have several rights under the GDPR concerning their personal data:

• Right to Access: Employees have the right to access their personal data held by their employer and request a copy.
• Right to Rectification: Employees have the right to request correction of any inaccurate or incomplete personal data.
• Right to Erasure (Right to be Forgotten): In certain situations, employees can request their data to be deleted.
• Right to Restriction of Processing: Employees have the right to restrict how their data is used.

Best Practices for Securing Data

Employers and employees can collaborate to ensure data security in a remote work setting:

• Company-issued Equipment: Provide secure company laptops or devices with strong passwords and encryption.
• Secure Remote Access: Implement secure remote access solutions like VPNs to access company networks.
• Data Awareness Training: Educate employees on data protection best practices, including phishing scams and secure data handling.
• Clear Communication: Establish clear policies regarding data usage, acceptable software, and communication channels for work purposes.
• Regular Backups: Implement regular data backups for both company and employee data.