Information on additional employment conditions
Information on the terms of employment of an employee can be found in many documents - in a collective labor agreement, if the enterprise is covered by it, in the work regulations, if the employer is obliged to prepare it. Information on additional employment conditions is a document attached to the employment contract handed over to the employee. Find out more about this document.
What does the information on additional employment conditions contain?
Pursuant to Art. 29 § 3 of the Labor Code the employer informing the employee about the terms of employment only through additional information, is obliged to prepare it in an extended version.
Information on additional employment conditions in the basic version should contain information about:
- The applicable daily and weekly working time standard,
- The frequency of payment of remuneration for work,
- The length of the holiday leave to which the employee is entitled,
- The valid length of the notice period for the employment contract,
- Collective labor agreement to which the employee is covered.
The extension should contain information about:
- Night time,
- Place, date and time of payment of wages,
- The adopted method of confirming the employee's arrival and presence at work and justifying the absence from work.
Individual approach to each of the employees
What if the employment conditions change - should the information on additional employment conditions also change?
The employee should be informed in writing about changes to the first four points contained in the basic version of the information.
The employer is obliged to provide information about the above-mentioned changes without delay, not later than 1 month from the commencement of their application. If this would occur after the date of termination of employment, the update must be provided to the employee by the date of termination of employment.
Amendments to other information, including those contained in the extended description of employment conditions, do not require a written form (Article 29 §32 of the Labor Code indicates only the areas whose changes determine informing the employee in writing). However, if said extended information is the only provision of the terms and conditions of employment, its updating seems justified.
Warn the employee about upcoming changes
A dispute arose between the Ministry of Labor and Social Policy (MPiPS) and the Chief Labor Inspectorate (GIP) about including planned changes in the additional information. Although, in the opinion of the Ministry of Labor and Social Policy, introducing provisions in advance would reduce bureaucracy, according to the GIP, “updating information on employment conditions must always be prepared on an ongoing basis, after any changes in the terms of employment of an employee have occurred”. Although this theoretically leaves the choice of the employer, unfortunately, in practice, following the instructions of the Ministry of Labor and Social Policy would probably result in a negative result of the GIP inspection.