Approval Telework Act - March 2020 - Deloitte
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Approval Telework Act March 2020
Approval Telework Act | Deloitte Legal
On March 23, 2020, Congress passed
the Act amending the Labor Code on
remote work and telework.
The Deloitte Legal Labor Team has prepared
this Memo with the main rules that will regulate
Distance Work and Telework.
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Approval Telework Act | Deloitte Legal
1. Concepts
Distance Work Telework
The one in which the employee provides his services, The one in which the employee provides his services, in
in whole or in part, from his domicile or other places whole or in part, from his domicile or other places or
or places other than the establishments, facilities or places other than the establishments or company
works of the company. facilities, through the use of technological, computer or
telecommunications means, or whether such services
should be reported by these means.
2. Agreement
The parties may agree – either at the beginning or during the
term of the employment relationship – the mode of remote work
or telework. This modality can be agreed upon in:
a) Employment Contract
b) Annex to The Employment Contract
3. Determination of the place of provision of services
The parties shall determine where the employee shall provide In the event that the services – by their nature – can be provided
the services, which may be at: in different locations or, with technological, computer or
telecommunications means, the parties may agree that the
a) Employee’s Home employee freely chooses where he will perform his duties.
b) Another Site determined
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Approval Telework Act | Deloitte Legal
4. Requirements for return to originally agreed
conditions or face-to-facemode
If the mode of remote work or the work was agreed after the commencement
of the employment relationship, either party may unilaterally return to the
conditions originally agreed in the Employment Contract, provided that the
following conditions are met:
a) Prior Notice in writing to the other party
b) That the prior notice is given at least 30 days in advance
In the event that the employment relationship has been initiated under the
mode of remote work or telework, the agreement of both parties will be
necessary to adopt the form of face-to-face work.
5. WorkDay
Some relevant considerations:
a. Remote work. It is subject to the general rules of ordinary and/or
part-time day. The Employer must implement a reliable Day Registration
Mechanism. If the nature of the functions permits, the parties may agree
that the employee freely distributes his/her day at the times that best
suit his needs and always with the 45-hour weekly Limit, and 10 hours a
day.
b. Telework. The parties may agree that the employee is excluded from
the limitation of Working Day (art. 22 Labor Code). In any case, the
Employer must guarantee the right of disconnection.
c. Combination of working times. The mode of remote work or telework
may cover all or part of the working day, allowing to combine working
times in person in establishments, facilities of the company with working
times outside them. In this case, alternatives may be agreed on to
combine the times for which the employee may choose, who must
inform the employer of the alternative he wishes to use at least one
week in advance.
4Approval Telework Act | Deloitte Legal
6. Right of Disconnection
Remote employees who freely distribute their time or the teleworkers who
are excluded from the Limitation of Working Day shall have the right to,
disconnection, time in which the employee shall not be obliged to respond
to communications, orders or other requirements. The disconnection time
must be of at least 12 hours (continuous) in a 24-hour period. Likewise,
no employer may make communications or make orders or other
requirements on days of rest, leave or on workers’ vacation days.
7. Minimum Stipulations
In addition to what is stated in Article 10 of the Labor Code, Labor Contracts governing remote work or telework shall
contain the following:
1) Express indication of the pact, to specify whether the mode of remote work or telework will be:
a) Total
B) Partial. In this case, you must also specify the Combination Formula between face-to-face work and remote or
telework.
2) Place or places where the services will be provided, unless the parties have agreed that the employee shall
freely choose the place where he shall perform his duties, which shall also be expressed.
3) The duration of the distance work agreement, which may be indefinite or for a specified period.
4) The supervisory or control mechanisms to be used by the employer in respect of the services agreed with
the employee.
5) The fact that it has been agreed that:
a) The remote employee will be able to distribute his/her day at the time that best suits his or her needs or,
b) That the teleworker is excluded from the limitation of working hours.
6) Express indication of disconnection time.
5Approval Telework Act | Deloitte Legal
8. Collective Rights
Employee shall enjoy all individual and collective rights and the mode of work
cannot mean infringement of fundamental Labor rights, nor can it
undermine their remuneration.
9. Duty of Protection and Information
In cases where it is agreed that the services will be In addition, the Company may require the Work Insurance’s
provided from the employee’s home or from another face-to-face visit – subject to the employee’s authorization –
previously determined place, the employer shall inform the to access the Work Insurance’s domicile and report
employee what the safety are and health conditions that his whether the job meets the safety and health conditions
job must fulfil. In addition, the employer must comply with that will be determined by regulation. This does not
the following: preclude the Company’s risk officer from also carrying out
the safety prevention work of the place where the worker
1) Inform write to the remote employee or teleworker provided his services with the authorization of the worker.
about the risks involved in his work, preventive measures
and the correct means of work.
2) Prior to the start of remote work or telework, the
Company shall train the employee on the main safety and
health measures that it must be mindful of in carrying out
its tasks.
3) Inform in writing about the existence of trade unions
legally constituted in the company at the time of the start of
the work.
6Approval Telework Act | Deloitte Legal
10. Right of Access to Facilities and Meetings
The employee will always be able to access the company’s
facilities. In addition, the employer shall ensure that remote or
teleworkers may participate in collective activities that are carried
out, with the costs of relocation being the employer’s expense.
11. Control of DT and Electronic Communication
The Labor Authority – subject to the authorization of the
employee – may monitor due compliance with Labor regulations
in the workplace. Within 15 days of the parties agreeing on the
method of remote work, the employer must register this
agreement electronically on the website of the Directorate of
Labor.
12. Adequacy and Entry into Force
1. Adequacy: Companies, whose employees already
provide services under the telework modality, will have a
period of 3 months from the entry into force of the rule
to comply with the Act.
2. Entry into Force: The Act will take effect on the first
business day of the month following its publication in
the Official Journal. It’s Pending Publication. The Act was
published on March 26, 2020, entering into force on
April 1, 2020.
7Approval Telework Act | Deloitte Legal For more information or to make a request for a proposal for Professional Services, do not hesitate to contact us: Contact Nancy Ibaceta Director Deloitte Legal Tel: + 56 22 729 8080 Mobile: + 56 9 7609 4209 Email: nibacetam@deloitte.com 8
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