Employees seek to avoid office return

The core of the dispute over returning to the office often lies in the contractual documentation—and that is where definitive answers can be found. If the employment contract explicitly stipulates the specific days for remote and in-office work, the employer cannot alter this arrangement unilaterally. This necessitates formal modification, typically via an annex or a formal notice of amendment. However, if the contract merely describes the work as ‘hybrid’ and defines the place of work as both the office and a remote location, the employer retains the right to issue a clear instruction to return, provided this is based on objective organisational reasons. Equivalent rules apply when the framework for remote work is detailed within the company’s internal rules and regulations. – Kinga Polewka-Włoch comments to Dziennik Gazeta Prawna.

Full article in Polish avialible: here.