The deadline for EU Member States to amend their local laws in order to comply with EU Directive 2019/1152 on transparent and predictable working conditions is August 1, 2022. Here’s what employers with workers in Europe need to know.
What does the Directive say?
The stated purpose of the Directive is to “improve working conditions by promoting more transparent and predictable employment while ensuring labor market adaptability.” It seeks to achieve this by extending employers’ obligations to provide information about various aspects of the employment relationship.
The Directive contains a list of information that employees will be entitled to receive before or at the beginning of their employment to be aware of the applicable working conditions and rights, such as:
- rights to paid leave;
- training entitlements;
- remuneration, including basic and other component elements, with details of frequency and payment methods;
- the procedure for termination of employment, including formal requirements and notice periods.
The information has to be provided to the employee individually, in the form of one or more documents. Some of it has to be supplied during the first week of employment; the rest must be provided within one month of the first working day. The same information must be also given to existing employees, if they request it. The information can be provided by way of reference to relevant legislation and collective agreements.
Additional information obligations apply if an employee is seconded to another country for a period of at least four consecutive weeks.
On an ongoing basis, the Directive also requires that when there is a change to any aspect of the employment relationship that is within the scope of the list of information mentioned above, employees must be informed in writing before the change takes effect.
Note: besides the new information obligations discussed in this