{"id":2494,"date":"2022-10-31T20:36:23","date_gmt":"2022-10-31T19:36:23","guid":{"rendered":"https:\/\/www.lidaybasaryova.sk\/?p=2494"},"modified":"2024-10-02T19:18:07","modified_gmt":"2024-10-02T18:18:07","slug":"zmeny-v-zakonniku-prace-od-01-11-2022","status":"publish","type":"post","link":"https:\/\/www.lidaybasaryova.sk\/en\/zmeny-v-zakonniku-prace-od-01-11-2022\/","title":{"rendered":"Changes of the Labour Code from 01.11.2022"},"content":{"rendered":"<p>D\u0148a 01.11.2022 nadobudla \u00fa\u010dinnos\u0165 novela, ktor\u00e1 prin\u00e1\u0161a pomerne z\u00e1sadn\u00e9 zmeny v Z\u00e1konn\u00edku pr\u00e1ce.<\/p>\n\n\n\n<p>Zmeny s\u00favisia s transpoz\u00edciou smernice Eur\u00f3pskeho parlamentu a&nbsp;Rady (E\u00da) <a href=\"https:\/\/eur-lex.europa.eu\/legal-content\/SK\/TXT\/PDF\/?uri=CELEX:32019L1152&amp;from=SK\">2019\/1152<\/a> z&nbsp;20. j\u00fana 2019 o transparentn\u00fdch a predv\u00eddate\u013en\u00fdch pracovn\u00fdch podmienkach v Eur\u00f3pskej \u00fanii a smernice Eur\u00f3pskeho parlamentu a Rady (E\u00da) 2019\/1158 z 20. j\u00fana 2019 o rovnov\u00e1he medzi pracovn\u00fdm a s\u00fakromn\u00fdm \u017eivotom rodi\u010dov a os\u00f4b s opatrovate\u013esk\u00fdmi povinnos\u0165ami, ktorou sa zru\u0161uje smernica Rady 2010\/18\/E\u00da. <\/p>\n\n\n\n<p>Niektor\u00e9 z&nbsp;noviniek si pribl\u00ed\u017eime v nasleduj\u00facom texte.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong><a href=\"#n\u00e1\">N\u00e1le\u017eitosti pracovnej zmluvy<\/a><\/strong><\/li>\n\n\n\n<li><strong><a href=\"#in\">Inform\u00e1cie o pracovn\u00fdch podmienkach a podmienkach zamestn\u00e1vania<\/a><\/strong><\/li>\n\n\n\n<li><strong><a href=\"#v\u00fd\">V\u00fdkon inej z\u00e1robkovej \u010dinnosti<\/a><\/strong><\/li>\n\n\n\n<li><strong><a href=\"#s\u0165\">S\u0165a\u017enos\u0165 zamestn\u00e1vate\u013eovi<\/a><\/strong><\/li>\n\n\n\n<li><strong><a href=\"#fo\">Forma poskytovania inform\u00e1ci\u00ed<\/a><\/strong><\/li>\n\n\n\n<li><strong><a href=\"#zm\">Zmeny sk\u00fa\u0161obnej doby<\/a><\/strong><\/li>\n\n\n\n<li><strong><a href=\"#pr\">Prechod na in\u00fa formu zamestn\u00e1vania<\/a><\/strong><\/li>\n\n\n\n<li><strong><a href=\"#zme\">Zmena ozn\u00e1men\u00fdch pracovn\u00fdch podmienok<\/a><\/strong><\/li>\n\n\n\n<li><strong><a href=\"#mi\">Minim\u00e1lna predv\u00eddate\u013enos\u0165 pr\u00e1ce<\/a><\/strong><\/li>\n<\/ul>\n\n\n\n<h2 id=\"n\u00e1\" class=\"wp-block-themeisle-blocks-advanced-heading n\u00e1\">N\u00e1le\u017eitosti pracovnej zmluvy po zmene v Z\u00e1konn\u00edku pr\u00e1ce<\/h2>\n\n\n\n<p>Pod\u013ea doteraj\u0161ej pr\u00e1vnej \u00fapravy musel zamestn\u00e1vate\u013e v&nbsp;pracovnej zmluve so zamestnancom dohodn\u00fa\u0165 podstatn\u00e9 n\u00e1le\u017eitosti pracovnej zmluvy.  A to druh pr\u00e1ce a&nbsp;jeho stru\u010dn\u00fa charakteristiku, miesto v\u00fdkonu pr\u00e1ce, de\u0148 n\u00e1stupu do pr\u00e1ce a&nbsp;mzdov\u00e9 podmienky. Zamestn\u00e1vate\u013e musel dohodn\u00fa\u0165 aj \u010fal\u0161ie n\u00e1le\u017eitosti a&nbsp;\u010fal\u0161ie pracovn\u00e9 podmienky ako v\u00fdplatn\u00e9 term\u00edny, pracovn\u00fd \u010das, v\u00fdmeru dovolenky, d\u013a\u017eku v\u00fdpovednej doby. Po novom je zamestn\u00e1vate\u013e so zamestnancov povinn\u00fd uzavrie\u0165 pracovn\u00fa zmluvu s&nbsp;nasledovn\u00fdmi podstatn\u00fdmi n\u00e1le\u017eitos\u0165ami:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>identifika\u010dn\u00e9 \u00fadaje zamestn\u00e1vate\u013e a&nbsp;zamestnanca,<\/li>\n\n\n\n<li>druh pr\u00e1ce a&nbsp;jej stru\u010dn\u00e1 charakteristika,<\/li>\n\n\n\n<li>miesto v\u00fdkonu pr\u00e1ce alebo miesta v\u00fdkonu pr\u00e1ce, ak ich je viac, alebo pravidlo, \u017ee miesto v\u00fdkonu pr\u00e1ce ur\u010duje zamestn\u00e1vate\u013e,<\/li>\n\n\n\n<li>de\u0148 n\u00e1stupu do pr\u00e1ce,<\/li>\n\n\n\n<li>mzdov\u00e9 podmienky.<\/li>\n<\/ul>\n\n\n\n<p>Z&nbsp;uveden\u00e9ho vypl\u00fdva, \u017ee po novom nebude potrebn\u00e9, aby s\u00fa\u010das\u0165ou znenia pracovnej zmluvy boli aj \u010fal\u0161ie n\u00e1le\u017eitosti a&nbsp;\u010fal\u0161ie podmienky zamestn\u00e1vania. Tieto ostatn\u00e9 pracovn\u00e9 podmienky po novom m\u00f4\u017ee zamestn\u00e1vate\u013e nastavi\u0165 mimo dojednan\u00ed v&nbsp;pracovnej zmluve. A&nbsp;to tak, \u017ee zamestnanca bude o&nbsp;t\u00fdchto podmienkach zamestn\u00e1vania p\u00edsomne informova\u0165, \u010di u\u017e v&nbsp;listinnej alebo elektronickej forme. Podmienky, nedojednan\u00e9 v&nbsp;pracovnej zmluve, m\u00f4\u017ee zamestn\u00e1vate\u013e jednostranne zmeni\u0165. Zmenu m\u00f4\u017ee uskuto\u010dni\u0165 tak, \u017ee v&nbsp;z\u00e1konnej lehote zamestnancovi ozn\u00e1mi nov\u00e9 podmienky.<\/p>\n\n\n\n<p>Napr., ak si zamestn\u00e1vate\u013e a&nbsp;zamestnanec pracovn\u00fd \u010das nedohodn\u00fa v&nbsp;pracovnej zmluve, ale zamestn\u00e1vate\u013e o&nbsp;\u0148om zamestnanca iba informuje, ak nesk\u00f4r bude zamestn\u00e1vate\u013e chcie\u0165 zmenu pracovn\u00e9ho \u010dasu, zamestnanca o&nbsp;tejto zmene informuje a&nbsp;nebude na zmenu potrebova\u0165 jeho s\u00fahlas. Pokia\u013e by v\u0161ak pracovn\u00fd \u010das bol v&nbsp;pracovnej zmluve v\u00fdslovne dojednan\u00fd a&nbsp;zamestn\u00e1vate\u013e by ho chcel zmeni\u0165, nemohol by tak urobi\u0165 bez s\u00fahlasu zamestn\u00e1vate\u013ea. V takomto pr\u00edpade by zamestn\u00e1vate\u013e a zamestnanec museli uzavrie\u0165 dohodu o&nbsp;zmene pracovn\u00fdch podmienok.<\/p>\n\n\n\n<h2 id=\"in\" class=\"wp-block-themeisle-blocks-advanced-heading in\">Inform\u00e1cie o pracovn\u00fdch podmienkach a podmienkach zamestn\u00e1vania<\/h2>\n\n\n\n<p>Zamestn\u00e1vate\u013e je v&nbsp;zmysle \u00a7 47a &nbsp;Z\u00e1konn\u00edka pr\u00e1ce povinn\u00fd poskytn\u00fa\u0165 zamestnancovi p\u00edsomn\u00fa inform\u00e1ciu o jeho pracovn\u00fdch podmienkach a podmienkach zamestn\u00e1vania najmenej v rozsahu t\u00fdchto \u00fadajov, ak ich neobsahuje pracovn\u00e1 zmluva:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>sp\u00f4sob ur\u010dovania miesta v\u00fdkonu pr\u00e1ce alebo ur\u010denie hlavn\u00e9ho miesta v\u00fdkonu pr\u00e1ce, ak s\u00fa v pracovnej zmluve dohodnut\u00e9 viacer\u00e9 miesta v\u00fdkonu pr\u00e1ce (zamestn\u00e1vate\u013e je povinn\u00fd ozn\u00e1mi\u0165 do siedmich dn\u00ed od vzniku pracovn\u00e9ho pomeru),<\/li>\n\n\n\n<li>ustanoven\u00fd t\u00fd\u017edenn\u00fd pracovn\u00fd \u010das, \u00fadaj o sp\u00f4sobe a pravidl\u00e1ch rozvrhnutia pracovn\u00e9ho \u010dasu vr\u00e1tane predpokladan\u00fdch pracovn\u00fdch dn\u00ed a vyrovn\u00e1vacieho obdobia pod\u013ea \u00a7 86, \u00a7 87 a 87a, rozsah a \u010das poskytnutia prest\u00e1vky v pr\u00e1ci, nepretr\u017eit\u00e9ho denn\u00e9ho odpo\u010dinku a nepretr\u017eit\u00e9ho odpo\u010dinku v t\u00fd\u017edni, pravidl\u00e1 pr\u00e1ce nad\u010das vr\u00e1tane mzdov\u00e9ho zv\u00fdhodnenia za pr\u00e1cu nad\u010das (zamestn\u00e1vate\u013e je povinn\u00fd ozn\u00e1mi\u0165 do siedmich dn\u00ed od vzniku pracovn\u00e9ho pomeru),<\/li>\n\n\n\n<li>v\u00fdmera dovolenky alebo sp\u00f4sob jej ur\u010denia (zamestn\u00e1vate\u013e je povinn\u00fd ozn\u00e1mi\u0165 do siedmich dn\u00ed od vzniku pracovn\u00e9ho pomeru),<\/li>\n\n\n\n<li>splatnos\u0165 mzdy a v\u00fdplata mzdy vr\u00e1tane v\u00fdplatn\u00fdch term\u00ednov (zamestn\u00e1vate\u013e je povinn\u00fd ozn\u00e1mi\u0165 do &nbsp;\u0161tyroch t\u00fd\u017ed\u0148ov od vzniku pracovn\u00e9ho pomeru),<\/li>\n\n\n\n<li>pravidl\u00e1 skon\u010denia pracovn\u00e9ho pomeru, d\u013a\u017eka v\u00fdpovednej doby alebo sp\u00f4sob jej ur\u010denia, ak v \u010dase poskytnutia inform\u00e1cie nie je zn\u00e1ma, lehota na podanie \u017ealoby o ur\u010denie neplatnosti skon\u010denia pracovn\u00e9ho pomeru (zamestn\u00e1vate\u013e je povinn\u00fd ozn\u00e1mi\u0165 do &nbsp;\u0161tyroch t\u00fd\u017ed\u0148ov od vzniku pracovn\u00e9ho pomeru),<\/li>\n\n\n\n<li>pr\u00e1vo na odborn\u00fa pr\u00edpravu poskytovan\u00fa zamestn\u00e1vate\u013eom, ak sa poskytuje, a jej rozsah (zamestn\u00e1vate\u013e je povinn\u00fd ozn\u00e1mi\u0165 do &nbsp;\u0161tyroch t\u00fd\u017ed\u0148ov od vzniku pracovn\u00e9ho pomeru).<\/li>\n<\/ul>\n\n\n\n<p>Inform\u00e1cie je zamestn\u00e1vate\u013e je povinn\u00fd poskytn\u00fa\u0165 zamestnancom najnesk\u00f4r do konca pracovn\u00e9ho pomeru.<\/p>\n\n\n\n<p>Zamestn\u00e1vate\u013e je povinn\u00fd poskytn\u00fa\u0165 zamestnancovi, ktor\u00e9ho pracovn\u00fd pomer vznikol pred 1. novembrom 2022, p\u00edsomn\u00fa inform\u00e1ciu, ak zamestnanec o tieto \u00fadaje po\u017eiada. A ak mu zamestn\u00e1vate\u013e tieto \u00fadaje u\u017e neposkytol pod\u013ea predpisov \u00fa\u010dinn\u00fdch do 31. okt\u00f3bra 2022.<\/p>\n\n\n\n<h2 id=\"v\u00fd\" class=\"wp-block-themeisle-blocks-advanced-heading v\u00fd\">Zmeny v Z\u00e1konn\u00edku pr\u00e1ce a v\u00fdkon inej z\u00e1robkovej \u010dinnosti<\/h2>\n\n\n\n<p>Zamestn\u00e1vate\u013e po \u00fa\u010dinnosti zmeny v Z\u00e1konn\u00edku pr\u00e1ce nesmie zamestnancovi zak\u00e1za\u0165 v\u00fdkon inej z\u00e1robkovej \u010dinnosti mimo zamestn\u00e1vate\u013eom ur\u010den\u00e9ho pracovn\u00e9ho \u010dasu.<\/p>\n\n\n\n<p>Na\u010falej v\u0161ak plat\u00ed, \u017ee zamestnanec m\u00f4\u017ee popri svojom zamestnan\u00ed vykon\u00e1vanom v pracovnom pomere vykon\u00e1va\u0165 in\u00fa z\u00e1robkov\u00fa \u010dinnos\u0165, ktor\u00e1 m\u00e1 k predmetu \u010dinnosti zamestn\u00e1vate\u013ea konkuren\u010dn\u00fd charakter, len s predch\u00e1dzaj\u00facim p\u00edsomn\u00fdm s\u00fahlasom zamestn\u00e1vate\u013ea. Ak sa v&nbsp;tak\u00fdchto pr\u00edpadoch zamestn\u00e1vate\u013e nevyjadr\u00ed do 15 dn\u00ed od doru\u010denia \u017eiadosti zamestnanca, plat\u00ed, \u017ee s\u00fahlas udelil. Obmedzenia zamestnancov vypl\u00fdvaj\u00face z&nbsp;osobitn\u00fdch predpisov platia aj na\u010falej.<\/p>\n\n\n\n<h2 id=\"s\u0165\" class=\"wp-block-themeisle-blocks-advanced-heading s\u0165\">S\u0165a\u017enos\u0165 zamestn\u00e1vate\u013eovi<\/h2>\n\n\n\n<p>Novela zakotvila aj in\u0161tit\u00fat s\u0165a\u017enosti zamestn\u00e1vate\u013eovi. Po novom m\u00e1 zamestnanec pr\u00e1vo poda\u0165 zamestn\u00e1vate\u013eovi s\u0165a\u017enos\u0165 v s\u00favislosti s:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>poru\u0161en\u00edm z\u00e1sady rovnak\u00e9ho zaobch\u00e1dzania, <\/li>\n\n\n\n<li>nedodr\u017ean\u00edm povinnosti vykon\u00e1va\u0165 pr\u00e1va&nbsp; a&nbsp;povinnosti plyn\u00face z&nbsp;pracovnopr\u00e1vnych vz\u0165ahov v&nbsp;s\u00falade s&nbsp;dobr\u00fdmi mravmi, <\/li>\n\n\n\n<li>nar\u00fa\u0161an\u00edm s\u00fakromia zamestnancov, <\/li>\n\n\n\n<li>ulo\u017een\u00edm povinnosti ml\u010danlivosti,<\/li>\n\n\n\n<li>ako aj v&nbsp;s\u00favislosti so z\u00e1kazom vykon\u00e1vania inej z\u00e1robkovej \u010dinnosti zamestnancovi a <\/li>\n\n\n\n<li>poru\u0161en\u00edm pr\u00e1v a povinnost\u00ed vypl\u00fdvaj\u00facich z pracovnopr\u00e1vneho vz\u0165ahu. <\/li>\n<\/ul>\n\n\n\n<p>Zamestn\u00e1vate\u013e je povinn\u00fd na s\u0165a\u017enos\u0165 zamestnanca bez zbyto\u010dn\u00e9ho odkladu p\u00edsomne odpoveda\u0165. Taktie\u017e mus\u00ed vykona\u0165 n\u00e1pravu, upusti\u0165 od tak\u00e9ho konania a odstr\u00e1ni\u0165 jeho n\u00e1sledky.<\/p>\n\n\n\n<p>Z\u00e1konn\u00edk pr\u00e1ce tie\u017e zakotvuje, \u017ee zamestn\u00e1vate\u013e nesmie zamestnanca v pracovnopr\u00e1vnom vz\u0165ahu prenasledova\u0165 ani inak postihova\u0165 za to, \u017ee pod\u00e1 na in\u00e9ho zamestnanca alebo na zamestn\u00e1vate\u013ea:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>s\u0165a\u017enos\u0165 alebo podnet na pr\u00edslu\u0161nom org\u00e1ne in\u0161pekcie pr\u00e1ce, <\/li>\n\n\n\n<li>\u017ealobu, <\/li>\n\n\n\n<li>n\u00e1vrh na za\u010datie trestn\u00e9ho st\u00edhania alebo <\/li>\n\n\n\n<li>in\u00e9 ozn\u00e1menie o kriminalite alebo inej protispolo\u010denskej \u010dinnosti, <\/li>\n\n\n\n<li>nezachov\u00e1 ml\u010danlivos\u0165 o svojich pracovn\u00fdch podmienkach vr\u00e1tane mzdov\u00fdch podmienok a o podmienkach zamestn\u00e1vania <\/li>\n\n\n\n<li>alebo \u017ee si uplat\u0148uje pr\u00e1va a pr\u00e1vom chr\u00e1nen\u00e9 z\u00e1ujmy vypl\u00fdvaj\u00face z pracovnopr\u00e1vneho vz\u0165ahu.<\/li>\n<\/ul>\n\n\n\n<p>Zamestnanec, ktor\u00fd sa domnieva, \u017ee jeho pr\u00e1va alebo pr\u00e1vom chr\u00e1nen\u00e9 z\u00e1ujmy uveden\u00e9 vy\u0161\u0161ie boli poru\u0161en\u00e9, m\u00e1 pr\u00e1vo obr\u00e1ti\u0165 sa na s\u00fad a dom\u00e1ha\u0165 sa pr\u00e1vnej ochrany. Ak zamestnanec v pracovnopr\u00e1vnom spore ozn\u00e1mi s\u00fadu skuto\u010dnosti, z ktor\u00fdch s\u00fad m\u00f4\u017ee d\u00f4vodne usudzova\u0165, \u017ee skon\u010denie pracovn\u00e9ho pomeru zo strany zamestn\u00e1vate\u013ea nastalo z d\u00f4vodu, \u017ee si zamestnanec uplat\u0148oval svoje pr\u00e1va a pr\u00e1vom chr\u00e1nen\u00e9 z\u00e1ujmy vypl\u00fdvaj\u00face z pracovnopr\u00e1vneho vz\u0165ahu, zamestn\u00e1vate\u013e mus\u00ed preuk\u00e1za\u0165, \u017ee k skon\u010deniu pracovn\u00e9ho pomeru do\u0161lo z in\u00fdch d\u00f4vodov. P\u00f4jde teda o uplatnenie obr\u00e1ten\u00e9ho d\u00f4kazn\u00e9ho bremena. <\/p>\n\n\n\n<h2 id=\"fo\" class=\"wp-block-themeisle-blocks-advanced-heading fo\">Forma poskytovania inform\u00e1ci\u00ed<\/h2>\n\n\n\n<p>Zamestn\u00e1vate\u013e poskytne zamestnancovi inform\u00e1ciu, ktor\u00e1 sa pod\u013ea Z\u00e1konn\u00edka pr\u00e1ce alebo in\u00e9ho pracovnopr\u00e1vneho predpisu poskytuje v p\u00edsomnej forme, v listinnej podobe. Zamestn\u00e1vate\u013e m\u00f4\u017ee t\u00fato inform\u00e1ciu poskytn\u00fa\u0165 v elektronickej podobe. A to vtedy,  ak zamestnanec m\u00e1 k elektronickej podobe inform\u00e1cie pr\u00edstup, m\u00f4\u017ee si ju ulo\u017ei\u0165 a vytla\u010di\u0165 a zamestn\u00e1vate\u013e uchov\u00e1 doklad o jej odoslan\u00ed alebo o jej prijat\u00ed. Okrem pr\u00edpadov, kedy by Z\u00e1konn\u00edk pr\u00e1ce alebo osobitn\u00fd predpis neustanovoval inak. Rovnako to plat\u00ed aj na p\u00edsomn\u00fa odpove\u010f zamestn\u00e1vate\u013ea, ak je zamestn\u00e1vate\u013e povinn\u00fd zamestnancovi p\u00edsomne odpoveda\u0165.<\/p>\n\n\n\n<p>T\u00e1to mo\u017enos\u0165 sa vz\u0165ahuje na poskytovanie inform\u00e1cii v pracovnopr\u00e1vnych vz\u0165ahoch, nie na ka\u017ed\u00fd pr\u00edpad doru\u010dovania zamestnancovi.<\/p>\n\n\n\n<h2 id=\"zm\" class=\"wp-block-themeisle-blocks-advanced-heading zm\">Zmeny v Z\u00e1konn\u00edku pr\u00e1ce a sk\u00fa\u0161obn\u00e1 doba<\/h2>\n\n\n\n<p>V pracovnej zmluve mo\u017eno dohodn\u00fa\u0165 sk\u00fa\u0161obn\u00fa dobu, ktor\u00e1 je najviac tri mesiace. U ved\u00faceho zamestnanca v priamej riadiacej p\u00f4sobnosti \u0161tatut\u00e1rneho org\u00e1nu alebo \u010dlena \u0161tatut\u00e1rneho org\u00e1nu a ved\u00faceho zamestnanca, ktor\u00fd je v priamej riadiacej p\u00f4sobnosti tohto ved\u00faceho zamestnanca, je to najviac \u0161es\u0165 mesiacov.<\/p>\n\n\n\n<p>Zmeny v Z\u00e1konn\u00edku pr\u00e1ce sa dotkn\u00fa aj sk\u00fa\u0161obnej doby. Novela zakotvila ustanovenie, pod\u013ea ktor\u00e9ho u zamestnanca s pracovn\u00fdm pomerom na ur\u010dit\u00fa dobu nesmie dohodnut\u00e1 sk\u00fa\u0161obn\u00e1 doba presiahnu\u0165 polovicu dohodnutej doby trvania pracovn\u00e9ho pomeru. Napr. u&nbsp;zamestnanca s pracovnou zmluvu na tri mesiace nesmie sk\u00fa\u0161obn\u00e1 doba presiahnu\u0165 jeden a&nbsp;pol mesiaca.<\/p>\n\n\n\n<h2 id=\"wp-block-themeisle-blocks-advanced-heading-a75d8112\" class=\"wp-block-themeisle-blocks-advanced-heading wp-block-themeisle-blocks-advanced-heading-a75d8112\">Prechod na in\u00fa formu zamestn\u00e1vania<\/h2>\n\n\n\n<p>Zamestn\u00e1vate\u013e mus\u00ed zamestnancovi s pracovn\u00fdm pomerom na ur\u010dit\u00fa dobu alebo s pracovn\u00fdm pomerom na krat\u0161\u00ed pracovn\u00fd \u010das, ktor\u00e9ho pracovn\u00fd pomer trv\u00e1 viac ako \u0161es\u0165 mesiacov a ktor\u00e9mu uplynula sk\u00fa\u0161obn\u00e1 doba (ak bola dohodnut\u00e1), na jeho \u017eiados\u0165 o prechod na pracovn\u00fd pomer na neur\u010dit\u00fd \u010das alebo na ustanoven\u00fd t\u00fd\u017edenn\u00fd pracovn\u00fd \u010das poskytn\u00fa\u0165 p\u00edsomn\u00fa od\u00f4vodnen\u00fa odpove\u010f. A to do jedn\u00e9ho mesiaca odo d\u0148a podania \u017eiadosti.<\/p>\n\n\n\n<p>T\u00e1to povinnos\u0165 sa vz\u0165ahuje aj na ka\u017ed\u00fa \u010fal\u0161iu \u017eiados\u0165 zamestnanca podan\u00fa najsk\u00f4r po uplynut\u00ed 12 mesiacov od podania predch\u00e1dzaj\u00facej \u017eiadosti. Zamestn\u00e1vate\u013e, ktor\u00fd je fyzickou osobou, a zamestn\u00e1vate\u013e, ktor\u00fd zamestn\u00e1va menej ako 50 zamestnancov, je povinn\u00fd na \u017eiados\u0165 odpoveda\u0165 najnesk\u00f4r do troch mesiacov odo d\u0148a podania \u017eiadosti. Pri opakovanej \u017eiadosti m\u00f4\u017ee poskytn\u00fa\u0165 odpove\u010f v \u00fastnej forme, ak sa od\u00f4vodnenie odpovede nezmenilo.<\/p>\n\n\n\n<h2 id=\"zme\" class=\"wp-block-themeisle-blocks-advanced-heading zme\">Zmena ozn\u00e1men\u00fdch podmienok zamestn\u00e1vania<\/h2>\n\n\n\n<p>Zamestn\u00e1vate\u013e je povinn\u00fd pri zmene pracovn\u00fdch podmienok a podmienok zamestn\u00e1vania&nbsp; poskytn\u00fa\u0165 zamestnancovi p\u00edsomn\u00fa inform\u00e1ciu o zmenen\u00fdch pracovn\u00fdch podmienkach a podmienkach zamestn\u00e1vania a o zmenen\u00fdch \u00fadajoch bez zbyto\u010dn\u00e9ho odkladu. Najnesk\u00f4r v\u0161ak v de\u0148 nadobudnutia \u00fa\u010dinnosti zmeny. T\u00fato povinnos\u0165 zamestn\u00e1vate\u013e nem\u00e1, ak zmena spo\u010d\u00edva len v zmene pr\u00e1vneho predpisu alebo kolekt\u00edvnej zmluvy, na ktor\u00e9 p\u00edsomn\u00e1 inform\u00e1cia odkazuje.<\/p>\n\n\n\n<p>\u010eal\u0161ou novinkou je, \u017ee ak po\u017eiada \u017eena alebo mu\u017e trvale sa staraj\u00faci o die\u0165a mlad\u0161ie ako osem rokov o dom\u00e1cku pr\u00e1cu, telepr\u00e1cu alebo o pr\u00e1cu z dom\u00e1cnosti na \u00fa\u010dely starostlivosti o die\u0165a, zamestn\u00e1vate\u013e je povinn\u00fd poskytn\u00fa\u0165 im p\u00edsomn\u00fa od\u00f4vodnen\u00fa odpove\u010f, ak ich \u017eiadosti nevyhovel v primeranej lehote. Pri posudzovan\u00ed \u017eiadosti zamestn\u00e1vate\u013e prihliada na jeho \u00falohy a opr\u00e1vnen\u00e9 z\u00e1ujmy zamestnanca.<\/p>\n\n\n\n<p>Tak\u00fato mo\u017enos\u0165 m\u00e1 aj zamestnanec, ktor\u00fd sa osobne star\u00e1 o bl\u00edzku osobu, ktor\u00e1 je preva\u017ene alebo \u00faplne bezvl\u00e1dna a neposkytuje sa jej starostlivos\u0165 v zariaden\u00ed soci\u00e1lnych slu\u017eieb alebo \u00fastavn\u00e1 starostlivos\u0165 v zdravotn\u00edckom zariaden\u00ed.<\/p>\n\n\n\n<h2 id=\"mi\" class=\"wp-block-themeisle-blocks-advanced-heading mi\">Minim\u00e1lna predv\u00eddate\u013enos\u0165 pr\u00e1ce<\/h2>\n\n\n\n<p>Zamestn\u00e1vate\u013e mus\u00ed zamestnancovi poskytn\u00fa\u0165 pri uzatvoren\u00ed dohody o vykonan\u00ed pr\u00e1ce, dohody o brig\u00e1dnickej pr\u00e1ci \u0161tudentov alebo dohody o pracovnej \u010dinnosti p\u00edsomn\u00fa inform\u00e1ciu o:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>d\u0148och a \u010dasov\u00fdch \u00fasekoch, v ktor\u00fdch m\u00f4\u017ee od zamestnanca vy\u017eadova\u0165 vykon\u00e1vanie pr\u00e1ce,<\/li>\n\n\n\n<li>lehote, v ktorej m\u00e1 by\u0165 zamestnanec informovan\u00fd o v\u00fdkone pr\u00e1ce pred jej za\u010diatkom, ktor\u00e1 nesmie by\u0165 krat\u0161ia ako 24 hod\u00edn.<\/li>\n<\/ul>\n\n\n\n<p>Pokia\u013e by do\u0161lo k&nbsp;zmene t\u00fdchto \u00fadajov, je zamestn\u00e1vate\u013e povinn\u00fd poskytn\u00fa\u0165 zamestnancovi p\u00edsomn\u00fa inform\u00e1ciu o zmenen\u00fdch \u00fadajoch. Inform\u00e1ciu o zmene mus\u00ed poskytn\u00fa\u0165 najnesk\u00f4r v de\u0148 nadobudnutia \u00fa\u010dinnosti zmeny. Zamestnanec nie je povinn\u00fd vykona\u0165 pr\u00e1cu, ak zamestn\u00e1vate\u013e po\u017eaduje v\u00fdkon pr\u00e1ce v rozpore s&nbsp;takouto p\u00edsomnou inform\u00e1ciou.<\/p>\n\n\n\n<p>Ak zamestn\u00e1vate\u013e zru\u0161\u00ed v\u00fdkon pr\u00e1ce v lehote krat\u0161ej ako ozn\u00e1men\u00e1 lehota, zamestnancovi patr\u00ed n\u00e1hrada odmeny, ktor\u00fa by dosiahol, ak by sa pr\u00e1ca vykonala, najmenej v sume 30 % odmeny.<\/p>\n\n\n\n<p>Uveden\u00e9 pravidl\u00e1 sa neuplatnia iba v&nbsp;pr\u00edpadoch vymedzen\u00fdch v&nbsp;Z\u00e1konn\u00edku pr\u00e1ce, napr. ak sa zamestn\u00e1vate\u013e dohodne so zamestnancom, \u017ee si zamestnanec s\u00e1m rozvrhuje pracovn\u00fd \u010das alebo v&nbsp;pr\u00edpade, \u017ee priemern\u00fd t\u00fd\u017edenn\u00fd pracovn\u00fd \u010das zamestnanca nepresiahol tri hodiny v&nbsp;obdob\u00ed \u0161tyroch po sebe nasleduj\u00facich t\u00fd\u017ed\u0148ov.<\/p>\n\n\n\n<p><strong>Chcete vedie\u0165, \u010di sa V\u00e1s dotkn\u00fa zmeny v Z\u00e1konn\u00edku pr\u00e1ce? Chcete sa poradi\u0165, ako vhodne nastavi\u0165 pracovn\u00e9 zmluvy so zamestnancami alebo na \u010do si d\u00e1va\u0165 pozor pri uzatv\u00e1ran\u00ed pracovnej zmluvy? <a href=\"https:\/\/www.lidaybasaryova.sk\/en\/kontaktujte-nas\/\">Nap\u00ed\u0161te n\u00e1m.<\/a><\/strong><\/p>\n\n\n\n<h2 id=\"wp-block-themeisle-blocks-advanced-heading-4cfec03b\" class=\"wp-block-themeisle-blocks-advanced-heading wp-block-themeisle-blocks-advanced-heading-4cfec03b\">Also read:<\/h2>\n\n\n\n<p><a href=\"https:\/\/www.lidaybasaryova.sk\/en\/pripravuje-sa-zakon-o-pozemkoch-nezistenych-vlastnikov\/\">Pripravuje za z\u00e1kon o pozemkoch nezisten\u00fdch vlastn\u00edkov<\/a><\/p>\n\n\n\n<p><a href=\"https:\/\/www.lidaybasaryova.sk\/en\/kontrola-z-uradu-na-ochranu-osobnych-udajov\/\">Inspection by the data protection authority<\/a><\/p>\n\n\n\n<p><a href=\"https:\/\/www.lidaybasaryova.sk\/en\/rok-cinnosti-uradu-na-ochranu-oznamovatelov\/\">Year of activity of the Whistleblower Protection Office<\/a><\/p>","protected":false},"excerpt":{"rendered":"<p>The changes in the Labour Code from 01st of November, 2022 are related to the transposition of the EU Directive on foreseeable working conditions. A number of important provisions of the Labour Code are being amended. <\/p>","protected":false},"author":2,"featured_media":1027,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_eb_attr":"","neve_meta_sidebar":"","neve_meta_container":"","neve_meta_enable_content_width":"","neve_meta_content_width":0,"neve_meta_title_alignment":"","neve_meta_author_avatar":"","neve_post_elements_order":"","neve_meta_disable_header":"","neve_meta_disable_footer":"","neve_meta_disable_title":"","_themeisle_gutenberg_block_has_review":false,"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[15],"tags":[301,719,298,300,219,299,720,297,221,220],"class_list":["post-2494","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-aktuality","tag-minimalna-predvidatelnost-prace","tag-podmienky-zamestnavania","tag-pracovna-zmluva","tag-pracovne-podmienky","tag-pracovne-pravo","tag-skusobna-doba","tag-staznost-zamestnavatelovi","tag-zakonnik-prace","tag-zamestnanec","tag-zamestnavatel"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Zmeny v Z\u00e1konn\u00edku pr\u00e1ce od 01.11.2022 - LIDAY BA\u0160ARYOV\u00c1 &amp; PARTNERS | pr\u00e1vnik | advok\u00e1t | Bratislava | Ru\u017eomberok<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.lidaybasaryova.sk\/en\/zmeny-v-zakonniku-prace-od-01-11-2022\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Zmeny v Z\u00e1konn\u00edku pr\u00e1ce od 01.11.2022 - LIDAY BA\u0160ARYOV\u00c1 &amp; PARTNERS | pr\u00e1vnik | advok\u00e1t | Bratislava | Ru\u017eomberok\" \/>\n<meta property=\"og:description\" content=\"Zmeny v Z\u00e1konn\u00edku pr\u00e1ce od 01.11.2022 s\u00favisia s transpoz\u00edciou smernice E\u00da o predv\u00eddate\u013en\u00fdch pracovn\u00fdch podmienkach. 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