Employers may not be able to track exactly where their remote working staff. This, in particular, stated in the amendments to the Labour code prepared by the deputies of the State Duma and Federation Council members (headed by the speakers of the chambers of Vyacheslav Volodin and Valentina Matvienko).

a Bill introduced in the state Duma, on July 9 will be considered at the working group of the Russian trilateral Commission. As emphasized by the Chairman of the Federation of independent trade unions of Russia (FNPR) Mikhail Shmakov, the bill is an important social orientation, therefore, should be assessed by experts. Their proposals just waiting for the meeting of the working group.

Pandemic COVID-19 showed that the issues of remote work in Russia is regulated very poorly. Although the concept of remote work and is present in the Labour code. Just she is to the fashion industry in Russia is not too practiced. According to Rosstat, in 2019 from 67,1 million employees, only 30 thousand people worked on the basis of a labour contract on performing work at home. Mostly freelancers work on parole. The mass transfer of workers to remote mode was not ready neither the laws nor the employers. It is now clear that is with us to stay. There is therefore a need in making new flexible forms of employment legal status.

it is suggested to complement TC and what to remove from it? In particular, in addition to direct remote (remote), it is proposed that a form of combined employment (working hours, including work on a stationary workplace, and remote (remote) work). Eliminates the requirement to identify the workplace as one of the terms of the employment agreement on remote work. “The condition of the workplace has lost its value because of the impossibility and lack of need for employer control where geographically is remote work. Workspace of a telecommuter can be everywhere where it is possible to use the Internet”, – stated in the explanatory note to the bill.

At the initiative of the employer cannot dismiss employees for such controversial reasons as the absence of the employer sufficient work inexpediency of further cooperation, the change of strategy of development of the employer, the Director General’s decision of termination. The authors of the legislative initiative consider these norms to be discriminatory.

the Remote workers cannot work around the clock and answer calls and letters from employer 24/7. They must be given the right to go off-line. But if they agree to be on call around the clock, then the employer should��n will pay them for overtime work.