Digital deregulation of employment law: a step forward or a recipe for chaos?

Employment law needs to keep pace with digitalisation and modern working tools. Simple and consistent regulation would significantly ease administrative burdens for both employees and employers.

In the context of document digitisation, current labour legislation is ambiguous. For instance, the terms ‘paper form’ and ‘electronic form’ are undefined, which leads to considerable confusion in practice. Notably, apart from a few specific instances (such as non-competition agreements), the Labour Code does not deem actions invalid if they fail to meet the written form requirement. Consequently, a termination communicated verbally or via email remains legally valid but technically defective and is therefore open to challenge in a labour court. – Łukasz Chruściel comments to Dziennik Gazeta Prawna.

Full article in Polish avialible: tutaj.