Keeping records of working time is an informational obligation falling on the employer. In the time of reorganization of the current model of work and switching it to the remote mode, the employer is not exempt from fulfilling this obligation and moreover, should take special care to keep proper records of working time of every employee.

Records of remote working time

The employer may recommend remote work in any form without changing internal regulations. However, for the purposes of evidence, an appropriate solution is to present such a recommendation in writing – it may be helpful in the face of a conflict.

The transition to remote work implies an obligation on the part of the employer to take this state of affairs into account in the records. Similarly, as in case of stationary work, the employer has to mark the appropriate working time for the employee and the employee is obliged to follow the agreed schedule. Therefore, he cannot freely dispose the daily period during which he performs his tasks online.

Work time records content

In principle, the content of the records remains unchanged. However, it should additionally include the modification of the mode of work. If the attendance list is used in a given company, it is also indicated here that the day’s work is performed remotely.

It is not excluded that the modes of operation of one employee may mix – some hours may be performed in a stationary mode and some in remote mode. That is why proper record working time will allow to avoid organizational chaos. It should be remembered that in case of remote work, only the place of work is changed – further rights and obligations of the employee remain unchanged, e.g. daily working time.   

Work time records online

It is worth pointing out that the records of working time may be kept in an electronic version, provided that they meet the requirements set out in the Records Regulation. It is necessary to provide appropriate safeguards to store such files. Records kept that way may be printed out only in connection with the control of the National Labour Inspectorate.

Author: Oliwia Kruczyńska, Junior Associate at Kołecka & Partners LLP