Due to the recent spread of SARS-CoV-2 coronavirus disease causing COVID-19, we are offering employers our legal support in relation to employees. We are ready to advise you through telephone or e-mail consultations and to assist you in the preparation of necessary contractual or internal documentation.
The most important information to keep in mind:
1) If quarantine is ordered, the employee is paid in the same way as in the case of incapacity for work, i.e. the first 14 days of quarantine are paid by the employer and then by the relevant district social security administration.
2) In the case of employees who are providing care for children up to the age of 10 (i.e. until the date of their tenth birthday) due to the closure of school facilities, this care benefit will be paid by the relevant district social security administration.
3) If the employer orders the employee not to work for preventive reasons, it constitutes an obstacle to work on the part of the employer and the employee has the right to compensation equal to his/her average earnings.
4) In shift operation, shifts can be adjusted so that, for example, an employee who may be at risk of getting sick does not have to work two weeks in a row. The employer is obliged to draw up a written schedule of weekly working hours and to inform the employee of the change no later than two weeks in advance, and in the case of a set number of working hours, one week before the start of the shift, unless the employer agrees with the employee on a different notification period.
5) The employer may order employees to take leave, but again at least two weeks in advance. However, the employer and the employee can agree on a shorter notification period.
Information is changing rapidly. The above summary reflects the situation as of 11 March 2020.
We wish everyone good health and steady nerves in the weeks and months ahead.
