Spotlight on Employment

Newsletter

What will be the result of the planned changes to the Labour Code?

Although the amendments to the Labour Code are still in the early stages of the legislative process at the time of writing, their entry into force is already set for 1 August 2022. By this date, the Slovak Republic must adopt the measures, which are necessary to comply with the EU directives. It is therefore certain that the amendments to the Labour Code will be implemented. This article aims to inform you about the changes employers will probably need to make now in order to put them in place in good time. This is because many employers will need to change their current processes and model employment law documentation. 

The draft amendment to the Labour Code aims to transpose into Slovak law the Directive on transparent and predictable working conditions in the European Union and the Directive on work-life balance for parents and persons with caring responsibilities. Although these directives were already issued in 2019, by transposing them the Slovakian government also reflects the current changes in society accelerated by the pandemic.

First help for employers during Covid-19 crisis

Although the Slovak Republic introduced the new “Kurtzarbeit Act“ that aimed to help employers preserve jobs during the Covid-19 crisis, it has been paused until 1 March 2022. Until then, employers can apply for “First help“ that aims to help employers cover the salaries of employees upon meeting some statutory conditions, e.g. registration with the Register of Public Sector Partners when they exceed the statutory threshold of financial aid.


Retirement age as a reason for employment termination 

With effect from 1 January 2022, employers were to be able to use a new reason for termination of employment, namely the employee's reaching the age of 65 and the age of eligibility for a retirement pension, both of which are to be met simultaneously. The aim of this new regulation is to renew the intergenerational replacement of employees.

By Resolution No. PL. ÚS 12/2021-79 dated 15 December 2021, the Constitutional Court of the Slovak Republic suspended the effectiveness of the provisions of Article 63(1)(f) of the Labour Code regulating this reason for termination of employment. Until the final decision of the Constitutional Court of the Slovak Republic, this new termination reason cannot be applied.


Implementation of the Whistleblowing Directive

Although the Slovak Republic has already implemented certain rules regarding protection of whistle-blowers and established the special whistle-blower authority, the final version of the amendment for transposing the EU Whistleblowing Directive is still subject to the discussion of relevant authorities. The new amendment should be effective from 1 May 2022, so the Slovak Republic will miss the deadline for transposition.

New national visas for highly qualified foreign nationals

As of 1 April 2022, a Slovak government regulation will come into force, significantly easing the entry of highly qualified foreigners into the Slovak labour market, thanks to a new national visa.

The regulation’s adoption is related to the Recovery and Resilience Plan of the Slovak Republic. It aims to shorten and simplify the processes of obtaining work and residence permits. In 2022, it is foreseen that national visas will be granted to as many as 3,000 foreigners.

Webinar invitation:
Planned changes to the Labour Code from 1 August 2022

1 February 2022 I 10–11 am CET

We cordially invite you to a webinar that will introduce you to all the most important planned changes as described in the article above. 

The 60 minute webinar (including Q&A) will be presented in Slovak language. Participation is free and open to a wider audience. Please feel free to forward this invitation to anyone who may be interested in the topic.

Key contact

Soňa Hanková
Partner
Bratislava
T +421 2 3214 1414
Previous 2 / 2 Next