In the year 2000, my partners and I launched the PETERKA & PARTNERS law firm in Prague, Czech Republic. Over time we developed an ambitious idea - to create an integrated regional law firm, which at first seemed almost impossible. However, after years of dedication and hard work, we became a strong alternative to the global giants and local law firms active in the CEE region through their networks or best friends.
In relation to the Covid-19 pandemic, the current concept of “remote work” as provided for by Russian labour law turned out to be non-flexible and non-effective. Because of this, new legislative amendments have been developed and introduced, significantly changing the types of, and conditions for, remote work; these amendments came into force on 1 January 2021. These new developments in labour law simplify the transfer of employees to remote work in extraordinary cases, such as pandemics, and also allow combined office/work from home in normal business life.
The concept of remote (the legal term is – “distant”) work has existed in Russian legislation since 2013 and is now become more widespread due to the Covid-19 pandemic. However, the initial legal framework in respect of remote work is not flexible enough and employers face many difficulties and questions when applying this instrument for the transfer of employees to home office work. One of the key complications is that the instrument of remote work did not allow a combination of office and work from home, and could not be used effectively to accommodate business needs. During the pandemic, the labour authorities issued several clarifications as to how to transfer employees to remote work, and now finally there have been introduced new legislative amendments to the Labour Code of Russia in respect of remote work, which became effective as of 1 January 2021. In the new legislation, the concept of distant (remote) work has been significantly changed and several regimes of distant work have been introduced:
Also, the new amendments clarify certain specific conditions for remote work, such as:
The new legal developments in respect of remote work are now very important and they should simplify the process of the transfer of employees to home office work in extraordinary cases, such as pandemics. Also, the new concept of distant work may be further effectively used when companies return to normal business life, but wish to keep a combined office/remote work regime for all or some categories of employees.
Upon request, we would be happy to elaborate the relevant employment documentation for the formalization of remote work with employees in line with the new legal requirements.
Please do not hesitate to contact our Covid-19 Help desk at firstname.lastname@example.org, should you have any questions related to the legal implications of the coronavirus outbreak in Russia or other CEE countries.
This document reflects the status as of January 11, 2021.
This document is for informational purposes only and may not be considered a legal opinion or advice.