The rights and obligations of employees and employers who are parties to the employment relationship are determined primarily by the Labour Code and implementing acts to the Labour Code.

Some aspects of employment relationships are governed by other laws, among others the Act on specific rules for the termination of employment relationships with employees on the grounds not relating to the employees or the Act on the employment of temporary agency workers.

The sources of labour law also include:

• collective bargaining agreements concluded between employers or their organisations and trade union organisations, as well as collective arrangements based on statutory law. Such agreements may provide more favourable terms for the employee rights stipulated in the Labour Code or other legislation,
• workplace regulations, remuneration regulations and statutes. Regulations and statutes may provide for employee rights in a manner which is more favourable than the provisions of the Labour Code and of collective bargaining agreements.

Workplace regulations

They are the source of the labour law at an establishment, adopted by the employer. They determine the organisation and procedure of the work process and the associated rights and obligations of the employee and the employer during the employment relationship.

Employers who are not required to issue regulations (employing fewer than 50 employees) should inform the employees about organisational and procedural matters in writing within 7 days from the day of conclusion of a contract.

Contents of the workplace regulations

Workplace regulations should specify in particular:

• the organisation of work, the conditions for staying at the workplace during and after the working hours, the tools and materials the employees are to be equipped with, as well as working clothes and footwear, personal protective equipment and articles for personal hygiene;
• working time systems and schedules, as well as adopted reference periods;
• night time;
• the date, place, time and frequency of remuneration payment;
• the obligations relating to occupational health and safety and fire protection, including the method of informing the employees about the occupational risk involved in their work;
• the method used  to confirm the employees’ arrival and attendance at work and to justify absence from work.