It is regulated in this Royal Decree from its entry into force on October 13 of this year, the possibility of carrying out remote work on a regular basis, that is, those who telework within a reference period of three months, a minimum of 30% of the working day, or the equivalent proportional percentage depending on the duration of the employment contract.
In this way, occasional teleworkers are left out, for example if they only telework one day a week (20% of the day).
Nor will this regulation apply to employees who telework as a health containment measure derived from Covid-19.
➢ Voluntariness: it will be voluntary for the worker and for the company, in no case may it be imposed by either party.
➢ Reversible: it is reversible by both parties, either party can request to return to the previous situation.
➢ Need signed agreement
➢ Minimum content of the agreement: schedule, connection time, availability,
cost compensation mechanism, usual place of provision of services, percentage and distribution between face-to-face work and remote work, duration of the agreement, inventory of the means delivered to the worker, means of control implemented by the company.
➢ Equal treatment between face-to-face workers and teleworkers
➢ Right to training and a professional career
➢ Obligation to register time by the worker
➢ Assessment of the job in relation to occupational risks.
This Royal Decree will not apply to internship contracts or for training and apprenticeships, as well as to contracts concluded with minors.
It should be checked whether your company is entitled to Social Security bonuses.