open search
close

Luxembourg: Telework in the European banking sector

Print Friendly, PDF & Email
Luxembourg

The European social partners in the banking sector adopted a Joint Declaration on telework on 17 November 2017, which is due to be followed soon by a Declaration on the social impact of digitisation in the banking sector. This Joint Declaration on telework is not a legally-binding document. It does however contain extensive information and useful precisions on the establishment of telework, practical application conditions for this kind of organisation, and the resulting rights and obligations for employers and employees.

In particular, it includes the following recommendations:

  • Availability of the employee when teleworking

The teleworker must be available during predetermined periods agreed with the employer, but must not be regarded as being available round the clock. The contract or addendum establishing telework must, among other things, and as well as the hours that the employee must be available, stipulate situations in which the latter cannot comply with these hours, and so inform the employer of this, in good time and with good reason.

  • Training for teleworking employees

Teleworkers must enjoy the same rights as office-based employees in terms of access to training and career development. However, the specific way in which telework is organised means it is reasonable to have at least two kinds of training: the “usual” training in terms of professional development in line with the employee’s career and skills; specific training on useful ways of organising remote working. The latter should focus in particular on not losing social contact and the connection with the organisation and colleagues, but also on data security and cyber security, an area which is even more sensitive in the banking sector.

First published by our Ius Laboris partner firm Castegnaro in Luxembourg.

Verwandte Beiträge
Internationales Arbeitsrecht Luxemburg

Luxembourg: Unfair competition and duty of loyalty

On 15 June 2017, the Court of Appeal ruled on distinction between the obligation of an employee bound by a non-compete clause in his/her employment contract, and the duty of loyalty inherent in any employment contract. The facts relate to an “educator assistant manager” employed in a nursery since 2011, who had also been elected as the deputy staff representative. In February 2015, her employer…
Internationales Arbeitsrecht Luxemburg

Luxembourg: New obligations on record of working time

The legislator has recently changed article L. 211-29 of the Labour Code regarding keeping a special record of working time. The new article now stipulates the obligation for any employer to add to “a special record or file the start time, end time and hours worked each day”, as well as the usual information required, namely: any extensions to normal working hours, hours worked on…
Internationales Arbeitsrecht Luxemburg

Luxembourg: Overtime vs Senior executive

On 15 December 2016, the Court of Appeal ruled on the classification of senior executive and the right to claim overtime pay. An employee employed as a mechanic in 1991 was assigned to the sales department of the employer’s garage as a salesperson in 2001, before being promoted to head of sales in March 2012. Then, through a new addendum to his employment contract in…
Abonnieren Sie den KLIEMT-Newsletter.
Jetzt anmelden und informiert bleiben.

Die Abmeldung ist jederzeit möglich.

Schreibe einen Kommentar

Deine E-Mail-Adresse wird nicht veröffentlicht. Erforderliche Felder sind mit * markiert.