According to Article 67(18) of the Labour Code, work is performed entirely or partially in a place indicated by the employee and each time agreed with the employer, including at the employee’s address of residence, in particular using means of direct distance communication.

Thus, according to the definition, remote work can be performed by an employee:

• only in a remote form,
• alternating with work carried out in the workplace.

The Labour Code does not regulate the issue of how often remote alternating work can be performed, so this issue should be regulated by the employer in consultation with the trade union organization.

In the absence of a trade union, the employer should regulate this issue in the remote work regulations consulted with employee representatives.

If there are no such regulations, the rules of remote work are determined individually with the employee or are determined by the employer in the remote work order.

Regulations in the workplace may refer to the issue of alternating remote work.  They should specify  the proportion of work performed remotely and work performed in the workplace.

Source: https://kadry.infor.pl/5723709,praca-zdalna-naprzemienna-na-czym-polega.html

Supported by Norway through Norway Grants 2014-2021, in the frame of the Programme “Social Dialogue – Decent Work”.