Can I work remotely whenever I want?
It depends: remote work requires agreement with the employer. Remote work is governed by the Labour Code (chapter 2c). Permanent or hybrid remote work is introduced by agreement of the parties — when concluding the contract or during employment. Regardless, an employee is entitled to occasional remote work of up to 24 days per calendar year, on their request (art. 67(33)). The request is not binding — the employer may decline it. For certain groups (e.g. a parent of a child up to 4, a carer) a remote-work request generally binds the employer, unless it's impossible given the type of work. The employer covers the costs of remote work (electricity, internet) or pays a lump sum, and the work is subject to health-and-safety and data-protection rules.
📋 The rules
- Remote work governed by the Labour Code (ch. 2c)
- Permanent/hybrid: by agreement with the employer
- Occasional: up to 24 days a year on the employee's request
- Occasional request is not binding on the employer
- Employer covers costs or pays a lump sum
🔓 Exceptions
- Parent of a child up to 4, a carer: the request generally binds the employer
- Work requiring presence (e.g. production): remote may be impossible
- Remote work on the employer's order in special situations (e.g. force majeure)
⚠️ Penalties & fines
Switching to remote work without agreement with the employer may be treated as an unexcused absence or breach of duties, with disciplinary consequences. On the other hand, an employer who unjustifiably refuses remote work to an entitled group (e.g. a parent of a small child) or doesn't cover the costs breaches the Labour Code — this can be reported to the National Labour Inspectorate. To use remote work safely: agree its terms in writing, submit a request for occasional work (mindful of the 24-day limit), follow health-and-safety and data-protection rules, and confirm the arrangements on the lump sum for utilities.
📎 Official sources
❓ Frequently asked
Can I decide on remote work myself?
No. Permanent or hybrid remote work requires agreement with the employer. You can request occasional remote work (up to 24 days a year), but even that request is generally not binding — the employer may decline it, depending on how the work is organised.
How many occasional remote-work days am I entitled to?
Up to 24 days per calendar year, on the employee's request. In practice it's assumed that even a few hours of remote work on a given day uses up a whole day of the limit. Occasional remote work is meant as an ad-hoc, not a permanent solution.
Does the employer have to agree to remote work?
As a rule no, the decision is the employer's. The exception is entitled groups, e.g. a parent of a child up to 4 or a carer — their remote-work request generally binds the employer, unless remote work is impossible given the type of tasks performed.
Who covers the costs of remote work?
The employer. They must cover the costs directly linked to remote work, such as electricity and telecommunications, or pay a lump sum instead. The settlement rules are set in an agreement, internal regulations or an individual arrangement with the employee.
What are the consequences of remote work without consent?
Remote work without agreement with the employer may be treated as an unexcused absence or breach of employee duties, risking disciplinary consequences and, in extreme cases, termination. That's why remote-work terms should be agreed in advance.
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