Key issues to keep in mind when planning summer holidays

An employer may recall an employee from their leave only in exceptional, unforeseen circumstances, that require their presence. In such cases the employer is responsible for covering direct costs associated with interrupting the leave. That said, there are disagreements on what can be qualified as a “direct cost”, especially when it involves expenses for accompanying family. It is important to note that there is no compensation for a disrupted or “wasted” vacation. Refusing to return early, if requested, can be seen as serious breach of employment duties. If there is a dispute, the labour court can decide it the recall was justified, and could not be anticipated earlier. – Sławomir Paruch comments for Rzeczpospolita.

Full article in Polish avialible: here.