We implemented new rules governing remote work for employees

19.03.2025

A global corporation decided that employees were to return to the office — remote work was to end. The Polish subsidiary was required to implement the change and communicated this to its employees. 

A problem quickly emerged: since the pandemic, employees had been working from various locations. Some lived in the city where the employer was headquartered; others commuted from surrounding towns, sometimes from distances of up to 100 km. Employment contracts varied in how they recorded the place of work — some cited the employer’s registered address, others the employee’s town of residence. Remote working had never been formally documented; it had operated on an informal understanding. 

Employees were firmly opposed to a 100% office-based model. The HR department was aware that numerous key employees might resign and began receiving detailed written requests for the continuation of remote work, at least for one to two days per week. 

The HR team has been weighing their options. On one hand, there is a clear directive from headquarters: no more remote work. On the other hand, there are the employees’ interests and the risk of resignations. Finally, there are the labor code regulations, which grant employees the right to work from home.

The company approached us for assistance in implementing the return-to-office requirement and for advice on the extent to which Polish law permits remote working.

What we did?

1. We reviewed all employment contracts and internal regulations. We identified those employees for whom a formal amendment or change-of-terms notice was required, and those for whom a managerial instruction would suffice. 
2. We identified which categories of employees could remain entitled to work from home, minimising the number to a level that could be presented to headquarters. 
3. We prepared a legal opinion setting out the operation of the relevant Polish statutory provisions, enabling HR to report to headquarters on the feasibility of implementing a 100% office-based working model.