{"id":8097,"date":"2021-05-18T09:24:31","date_gmt":"2021-05-18T09:24:31","guid":{"rendered":"https:\/\/personalwolke.at\/?p=8097"},"modified":"2024-11-25T14:18:31","modified_gmt":"2024-11-25T13:18:31","slug":"home-office-regulation-2021-fixed","status":"publish","type":"post","link":"https:\/\/personalwolke.at\/en\/home-office-regelung-2021-fixiert\/","title":{"rendered":"Home office regulation fixed for 2021"},"content":{"rendered":"
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New contributions:<\/h2>\n<\/div>\n<\/div>\n
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Experience the future of corporate management: let your employees manage their own data with Employee Self Service!<\/a><\/h4>\n

from Lisa Paar<\/a><\/span> | Oct 2, 2024<\/span><\/p>\n

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Why is trust-based working time so controversial? In this blog, we will tell you what trust-based working hours really mean, what opportunities and risks they entail and which legal regulations employees and employers must observe.<\/p>\n<\/div>\n

Read more<\/a><\/p>\n<\/div>\n<\/article>\n

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Trust-based working hours: flexibility or control and transparency through time tracking?<\/a><\/h4>\n

from Linda<\/a><\/span> | Jul 16, 2024<\/span><\/p>\n

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Why is trust-based working time so controversial? In this blog, we will tell you what trust-based working hours really mean, what opportunities and risks they entail and which legal regulations employees and employers must observe.<\/p>\n<\/div>\n

Read more<\/a><\/p>\n<\/div>\n<\/article>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n

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As of April 1, 2021, clear rules have been laid down for employees and employers for working from home. We summarize the most important regulations for you and provide an overview of the effects and changes in the personnel cloud.<\/p>\n

In principle, a new legal basis was created for the home office. No separate home office law was drafted, but rather amendments were made to numerous laws such as labor law, liability law and employee protection.<\/p>\n

The most important home office regulations<\/h2>\n
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Working from home remains a matter of agreement<\/strong><\/h5>\n<\/blockquote>\n

Both sides, i.e. employer and employee, must mutually agree to work from home.<\/p>\n

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Company agreement regulates home office<\/h5>\n<\/blockquote>\n

In companies where there is a works council, there should be a works agreement for the introduction and regulation of home office. Important and specific rules such as \"Who can work from home?\", \"To what extent?\", \"What work equipment will be provided?\" or \"What reimbursement of expenses will be paid?\" should be agreed.<\/p>\n

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Place of work<\/h5>\n<\/blockquote>\n

According to the new legal regulation, a home office exists if work is carried out \"in the home\". In principle, this refers to the employee's home. As the term \"home\" is broadly defined, this also includes any secondary residences or the home of a close relative or partner. A workplace in a public coworking space or caf\u00e9, lake, park, clubhouse, etc. is not considered a home office.<\/p>\n

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Work equipment and office supplies<\/h5>\n<\/blockquote>\n

All necessary work equipment must be provided by the employer. Employees are only entitled to reimbursement of expenses if they use their own work equipment (own private laptop, private cell phone, etc.). Employers can and should cover other costs incurred, such as electricity, heating and work furniture. These costs can also be reimbursed in the form of a lump sum (e.g. through a company agreement).<\/p>\n

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Labor law, employee protection, liability<\/h5>\n<\/blockquote>\n

All provisions of the Working Hours Act, the Rest Periods Act and the applicable provisions of the Employee Protection Act also apply in the home office. Working hours and agreed overtime and extra hours apply in the same way as in the office. Furthermore, the employer is obliged to ensure that the workplace at home is ergonomically designed and that health and safety issues have been clarified.<\/p>\n


\nAdditional information on the home office regulations can be found here<\/a>.<\/strong><\/p>\n<\/div>\n<\/div>\n

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Effects and changes in the personnel cloud<\/h2>\n
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Wrong reason \"Teleworking (20)\" becomes home office<\/h5>\n<\/blockquote>\n

Due to the current situation and to make a clear distinction, the error reason \"Teleworking (20)\" has now been renamed \"Home office\". We will also provide a new teleworking error reason.<\/p>\n

Definitions of terms:<\/em><\/span><\/p>\n

Teleworking:\u00a0 <\/em>\"Performance of work using information technology within the framework of an employment contract, where the work (...) is regularly or occasionally performed outside this facility.\" (Source: European Framework Agreement of the Social Partners 2002)<\/em><\/p>\n

Home office: Home office <\/em>is deemed to exist pursuant to \u00a718c para. 2 AVRAG if the employee performs work at home. It is therefore a sub-form of telework, as localized<\/u> to the employee's place of residence. The Working Hours Act and SV law apply here.<\/em><\/p>\n

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New \"mobile working\" error reason<\/h5>\n<\/blockquote>\n

To make it easier to distinguish between working from home and teleworking, there is now a new reason for mobile working (376). Mobile working is not tied to the place of residence, so it is completely location-independent<\/u>. The Labor Act and SV law do not apply here.<\/p>\n

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Calculation method for home office<\/h5>\n<\/blockquote>\n

It is now important to distinguish when a home office day is considered a home office.<\/p>\n

The following therefore applies to us:
\nHome office + doctor = home office day
\nHome office + official travel = home office day
\nHome office + vacation = home office day
\nHome office + time compensation = home office day<\/p>\n

Home office + business trip = NO home office day
\nHome office + presence = NO home office day
\nHome office + business trip = NO home office day
\nHome office + active or passive travel times = NO home office day
\nHome office + productive misconduct = NO home office day<\/p>\n

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Evaluation report<\/h5>\n<\/blockquote>\n

We have created a new evaluation of the monthly accounts. You can find the evaluation under the menu item \"Management\" - \"Overview of monthly absence accounts\". In this evaluation you will also find the column for home office days.<\/p>\n<\/div>\n<\/div>\n

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NOTE<\/h6>\n
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All current changes and calculations (when a day is considered a home office day and when it is not) only affect those customers who use the standard error reason \"Telework (20)\" for home office work. If you are not one of them, please contact your Personalwolke consultant.<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>","protected":false},"excerpt":{"rendered":"

As of April 1, 2021, clear rules have been laid down for employees and employers for working from home. We summarize the most important regulations for you.<\/p>","protected":false},"author":2,"featured_media":25981981,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"content-type":"","inline_featured_image":false,"footnotes":""},"categories":[1],"tags":[],"class_list":["post-8097","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-allgemein"],"yoast_head":"\nHome-Office Regelung 2021 fixiert - Personalwolke<\/title>\n<meta name=\"description\" content=\"Ab dem 01. April 2021 wurden f\u00fcr ArbeitnehmerInnen und ArbeitgeberInnen klare Regeln f\u00fcr das Arbeiten im Home-Office fixiert. 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