EU Directive on transparent and predictable working conditions: further legislative changes Temporary Employment Act: further obligations to provide evidence

This law not only makes numerous changes to the Evidence Act. Other laws will also be amended. A brief overview of the most important changes:

Temporary Employment Act: further obligations to provide evidence

The obligations to provide proof are also being extended here. In future, the temporary worker must be informed of the hirer's company and address in text form before each assignment. In addition, the hirer is obliged to provide temporary workers who have been assigned to him for at least six months and who have notified him in text form of their wish to conclude an employment contract with a reasoned response in text form within one month of receipt of this notification.

Part-Time and Fixed-Term Employment Act: Appropriate probationary period and other changes

The agreement of a probationary period is also possible in fixed-term employment relationships. What is new is the regulation that the

probationary period must be proportionate to the duration of the fixed-term contract and the type of work. However, the law does not specify what constitutes a reasonable relationship. However, if the probationary period is disproportionate, it is invalid. The shortened notice period of two weeks will then not apply.

In future, employers will also be obliged to provide employees whose employment relationship has lasted longer than six months and who notify their employer in text form of their wish to change the duration or location or the duration and location of the contractually agreed working hours with a reasoned response in text form within one month of receiving the notification.

Industrial Code: Costs for further training, working hours

An amendment to the Industrial Code has introduced new regulations on mandatory further training. If the employer is obliged by law or on the basis of a law, collective agreement or works or service agreement to offer the employee further training necessary for the performance of the work, the employee may not be charged the costs for this. In addition, this training should take place during regular working hours. If they have to take place outside of working hours, they will be considered working time in future.