In the event of suspension of the parties’ obligations in the employment relationship (permittering), the employer may be partially or completely released from the obligation to pay the remuneration, and the employee

may be temporarily relieved of his duties in the employment relationship. Significant reasons for suspending the obligations of the parties may be the lack of orders, full warehouse, accidents, etc. Although the obligations of the parties in the employment relationship are suspended, the employment relationship itself is not terminated.

The suspension of duties must be notified in writing 14 days before the suspension becomes effective. The employee receives normal wages during the suspension warning period. After the warning period, the period payable by the employer begins, today it is a period of 5 days, and if the employee is suspended from employment less than 40 percent – 15 days. Employee

may be suspended from employment for a maximum period of 52 weeks.

The total paid period and the maximum suspension period may vary. For up-to-date information on this matter, please contact the NAV office.

If the employer dismisses the employee during the suspension period, the suspension period ends with immediate effect. During the agreed or legally regulated period of notice, the employee has a duty to work and the employer to pay wages, even though he has no job to offer. After the mandatory pay period, the suspended employee has the right to terminate with a 14-day notice period.

Source: https://www.pip.gov.pl/pl/f/v/104848/nowicjusz%20w%20norwegii%202012.pdf

Projekt otrzymał dofinansowanie z Norwegii poprzez Fundusze Norweskie 2014-2021, w ramach programu „Dialog społeczny – godna praca”.