{"id":1341,"date":"2022-11-07T16:13:43","date_gmt":"2022-11-07T15:13:43","guid":{"rendered":"https:\/\/boomandsmart.com\/zmeny-v-zakonniku-prace-od-1-novembra-2022\/"},"modified":"2022-11-07T16:13:43","modified_gmt":"2022-11-07T15:13:43","slug":"zmeny-v-zakonniku-prace-od-1-novembra-2022","status":"publish","type":"post","link":"https:\/\/boomandsmart.com\/sk\/zmeny-v-zakonniku-prace-od-1-novembra-2022\/","title":{"rendered":"Zmeny v Z\u00e1konn\u00edku pr\u00e1ce od 1. novembra 2022"},"content":{"rendered":"<p>&nbsp;<\/p>\n<p>D\u0148a 4. okt\u00f3bra schv\u00e1lila N\u00e1rodn\u00e1 rada SR z\u00e1kon \u010d. 350\/2022 Z. z., ktor\u00fdm sa men\u00ed a dop\u013a\u0148a z\u00e1kon \u010d. 311\/2001 Z. z. Z\u00e1konn\u00edk pr\u00e1ce v znen\u00ed neskor\u0161\u00edch predpisov a ktor\u00fdm sa menia a dop\u013a\u0148aj\u00fa niektor\u00e9 z\u00e1kony.<\/p>\n<p>N\u00e1rodn\u00e1 rada tak schv\u00e1lila pomerne rozsiahlu novelu Z\u00e1konn\u00edka pr\u00e1ce (\u010falej aj \u201eZP\u201c), ktorou do n\u00e1rodn\u00e9ho pr\u00e1vneho poriadku transponovala smernicu Eur\u00f3pskeho parlamentu a Rady (E\u00da) 2019\/1152 z 20. j\u00fana 2019 o transparentn\u00fdch a predv\u00eddate\u013en\u00fdch pracovn\u00fdch podmienkach v Eur\u00f3pskej \u00fanii a\u00a0smernicu Eur\u00f3pskeho parlamentu a Rady (E\u00da) 2019\/1158 z 20. j\u00fana 2019 o rovnov\u00e1he medzi pracovn\u00fdm a s\u00fakromn\u00fdm \u017eivotom rodi\u010dov a os\u00f4b s opatrovate\u013esk\u00fdmi povinnos\u0165ami, ktorou sa zru\u0161uje smernica Rady 2010\/18\/E\u00da.<\/p>\n<p>Zmeny, ktor\u00e9 novela Z\u00e1konn\u00edka pr\u00e1ce prin\u00e1\u0161a, sa t\u00fdkaj\u00fa viacer\u00fdch v\u00fdznamn\u00fdch pr\u00e1v a\u00a0povinnost\u00ed zamestnancov. Zmeny sa dotkn\u00fa napr\u00edklad<\/p>\n<ul>\n<li>obsahu pracovnej zmluvy,<\/li>\n<li>informa\u010dnej povinnosti zamestn\u00e1vate\u013ea,<\/li>\n<li>doru\u010dovania p\u00edsomnost\u00ed zamestnancovi v s\u00favislosti so skon\u010den\u00edm pracovn\u00e9ho pomeru,<\/li>\n<li>vysielania zamestnancov,<\/li>\n<li>in\u0161tit\u00fatu otcovskej dovolenky a\u00a0\u010fal\u0161\u00edch.<\/li>\n<\/ul>\n<p>Novela nadobudla \u00fa\u010dinnos\u0165 d\u0148a 1. novembra 2022.<\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<ol>\n<li><strong>Z\u00e1kaz z\u00e1kazu inej z\u00e1robkovej \u010dinnosti<\/strong><\/li>\n<\/ol>\n<p>V\u00a0praxi sa nezriedka st\u00e1va, \u017ee zamestn\u00e1vatelia zakazuj\u00fa svojim zamestnancom vykon\u00e1va\u0165 popri zamestnan\u00ed in\u00fa z\u00e1robkov\u00fa \u010dinnos\u0165, a\u00a0to ak\u00fako\u013evek. \u010cast\u00fdm zd\u00f4vodnen\u00edm je, \u017ee by zamestnanci chodili do pr\u00e1ce unaven\u00ed a\u00a0za\u0165a\u017een\u00ed povinnos\u0165ami aj z\u00a0in\u00e9ho pracovnopr\u00e1vneho vz\u0165ahu od in\u00e9ho zamestn\u00e1vate\u013ea.<\/p>\n<p>Uveden\u00fd postup bol aj do prijatia predmetnej novely sporn\u00fd, av\u0161ak od 1. novembra 2022 je Z\u00e1konn\u00edkom pr\u00e1ce explicitne zak\u00e1zan\u00fd. Do \u00a7 13 ods. 5 bol vlo\u017een\u00fd nov\u00fd odsek, ktor\u00fd zakazuje zamestn\u00e1vate\u013eovi obmedzova\u0165 zamestnanca vo v\u00fdkone inej z\u00e1robkovej \u010dinnosti mimo zamestn\u00e1vate\u013eom ur\u010den\u00e9ho pracovn\u00e9ho \u010dasu.<\/p>\n<p>In\u00fdmi slovami, <strong>zamestn\u00e1vate\u013e nem\u00f4\u017ee zamestnanca obmedzova\u0165 v\u00a0privyroben\u00ed si v\u00a0inom zamestnan\u00ed, ak by toto vykon\u00e1val mimo pracovn\u00e9ho \u010dasu<\/strong>.<\/p>\n<p>Jedinou v\u00fdnimkou je situ\u00e1cia, ak by t\u00e1to in\u00e1 z\u00e1robkov\u00e1 \u010dinnos\u0165 zamestnanca mala k\u00a0predmetu \u010dinnosti zamestn\u00e1vate\u013ea konkuren\u010dn\u00fd charakter. <strong>Zamestn\u00e1vate\u013e tak aj na\u010falej m\u00f4\u017ee zamestnancovi zak\u00e1za\u0165 v\u00fdkon inej z\u00e1robkovej \u010dinnosti pod\u013ea \u00a7 83 ZP.<\/strong><\/p>\n<p>&nbsp;<\/p>\n<ol start=\"2\">\n<li><strong>Obr\u00e1ten\u00e9 d\u00f4kazn\u00e9 bremeno<\/strong><\/li>\n<\/ol>\n<p>Tak, ako to u\u017e pozn\u00e1me pri sporoch z\u00a0d\u00f4vodu poru\u0161enia z\u00e1kazu diskrimin\u00e1cie, zav\u00e1dza novela ZP in\u0161tit\u00fat tzv. obr\u00e1ten\u00e9ho d\u00f4kazn\u00e9ho bremena aj pre pr\u00edpad, ke\u010f sa zamestnanec domnieva, \u017ee k\u00a0skon\u010deniu jeho pracovn\u00e9ho pomeru do\u0161lo z\u00a0d\u00f4vodu uplat\u0148ovania si svojich pr\u00e1v, vypl\u00fdvaj\u00facich mu z\u00a0pracovn\u00e9ho pomeru.<\/p>\n<p>In\u00fdmi slovami, ak sa v\u00a0uplynulej dobe zamestnanec s\u0165a\u017eoval zamestn\u00e1vate\u013eovi, \u017ee mu tento nepreplatil \u201enad\u010dasov\u00e9 hodiny\u201c, dovolenku, alebo neposkytol pr\u00edspevok na stravovanie a\u00a0zamestn\u00e1vate\u013e ho n\u00e1sledne prepustil, m\u00e1 zamestnanec pr\u00e1vo na t\u00fato skuto\u010dnos\u0165 na s\u00fade pouk\u00e1za\u0165 z\u00a0od\u00f4vodnen\u00edm, \u017ee sa domnieva, \u017ee skuto\u010dn\u00fdm d\u00f4vodom ukon\u010denia pracovn\u00e9ho pomeru s\u00a0n\u00edm nebola napr\u00edklad organiza\u010dn\u00e1 zmena, ale boli n\u00edm pr\u00e1ve uveden\u00e9 s\u0165a\u017enosti.<\/p>\n<p><strong>Zamestn\u00e1vate\u013e n\u00e1sledne bude musie\u0165 na s\u00fade preuk\u00e1za\u0165 opak.<\/strong><\/p>\n<p>&nbsp;<\/p>\n<ol start=\"3\">\n<li><strong>Doru\u010dovanie p\u00edsomnost\u00ed<\/strong><\/li>\n<\/ol>\n<p>Pri sporoch o (ne)platnos\u0165 skon\u010denia pracovn\u00e9ho pomeru \u010dastokr\u00e1t zohr\u00e1va d\u00f4le\u017eit\u00fa \u00falohu sp\u00f4sob doru\u010denia v\u00fdpovede \u010di okam\u017eit\u00e9ho skon\u010denia pracovn\u00e9ho pomeru (najm\u00e4 \u010di bola p\u00edsomnos\u0165 zamestnancovi doru\u010den\u00e1 do vlastn\u00fdch r\u00fak).<\/p>\n<p>Proces doru\u010denia p\u00edsomnost\u00ed t\u00fdkaj\u00facich sa vzniku, zmeny a z\u00e1niku pracovn\u00e9ho pomeru alebo vzniku, zmeny a z\u00e1niku povinnost\u00ed zamestnanca vypl\u00fdvaj\u00facich z pracovnej zmluvy alebo z dohody o pr\u00e1ci vykon\u00e1vanej mimo pracovn\u00e9ho pomeru, sa dop\u013a\u0148a o\u00a0<strong>nov\u00fa podmienku spo\u010d\u00edvaj\u00facu v\u00a0dodr\u017ean\u00ed \u00falo\u017enej lehoty po\u0161tovej z\u00e1sielky, ktor\u00e1 nem\u00f4\u017ee by\u0165 krat\u0161ia ako 10 dn\u00ed.<\/strong><\/p>\n<p>In\u00fdmi slovami, zamestn\u00e1vate\u013e u\u017e v\u00a0procese skon\u010denia pracovn\u00e9ho pomeru bude musie\u0165 po\u010d\u00edta\u0165 s\u00a0t\u00fdm, \u017ee zamestnanec m\u00e1 na prevzatie po\u0161tovej z\u00e1sielky <strong>minim\u00e1lne 10 dni<\/strong> a\u00a0nie 3 dni, ako platilo do 31.10.2022.<\/p>\n<p>&nbsp;<\/p>\n<ol start=\"4\">\n<li><strong>N\u00e1le\u017eitosti pracovnej zmluvy<\/strong><\/li>\n<\/ol>\n<p>Podstatn\u00e9 n\u00e1le\u017eitosti pracovnej zmluvy ost\u00e1vaj\u00fa aj po \u00fa\u010dinnosti novely zachovan\u00e9. Bez dohodnutia druhu pr\u00e1ce, miesta v\u00fdkonu pr\u00e1ce, mzdov\u00fdch podmienok a\u00a0d\u0148a n\u00e1stupu do pr\u00e1ce pracovn\u00e1 zmluva nem\u00f4\u017ee platne vznikn\u00fa\u0165.<\/p>\n<p>Pracovn\u00e1 zmluva v\u0161ak u\u017e <strong>nebude musie\u0165 obsahova\u0165 tzv. pravideln\u00e9 n\u00e1le\u017eitosti<\/strong>, ktor\u00e9 boli doteraz vymedzen\u00e9 v \u00a7 43 ods. 2 ZP a\u00a0medzi ktor\u00e9 patrili (i) v\u00fdplatn\u00e9 term\u00edny, (ii) pracovn\u00fd \u010das, (iii) v\u00fdmera dovolenky a (iv) d\u013a\u017eka v\u00fdpovednej doby.<\/p>\n<p>Ak v\u0161ak pravideln\u00e9 n\u00e1le\u017eitosti nie s\u00fa s\u00fa\u010das\u0165ou pracovnej zmluvy, zamestn\u00e1vate\u013e je povinn\u00fd zamestnanca o\u00a0t\u00fdchto n\u00e1le\u017eitostiach p\u00edsomne informova\u0165, a\u00a0to v\u00a0s\u00falade s\u00a0nov\u00fdm \u00a7 47a ZP. Praktick\u00fd v\u00fdznam tejto zmeny preto spo\u010d\u00edva v\u00a0tom, \u017ee n\u00e1le\u017eitosti, ktor\u00e9 nie s\u00fa s\u00fa\u010das\u0165ou pracovnej zmluvy, ale s\u00fa zamestnancovi len ozn\u00e1men\u00e9, <strong>m\u00f4\u017ee zamestn\u00e1vate\u013e jednostranne meni\u0165 bez potreby uzatv\u00e1rania dodatku k\u00a0pracovnej zmluve<\/strong>.<\/p>\n<p>&nbsp;<\/p>\n<ol start=\"5\">\n<li><strong>Informa\u010dn\u00e1 povinnos\u0165 pod\u013ea \u00a7 47a ZP<\/strong><\/li>\n<\/ol>\n<p>Jednou zo zmien, ktor\u00e9 novela zaviedla, je informa\u010dn\u00e1 povinnos\u0165 zamestn\u00e1vate\u013ea o\u00a0pracovn\u00fdch podmienkach, ktor\u00e9 doteraz z\u00a0v\u00e4\u010d\u0161ej \u010dasti tvorili tzv. pravideln\u00e9 n\u00e1le\u017eitosti pracovnej zmluvy.<\/p>\n<p>Zamestn\u00e1vate\u013e je tak povinn\u00fd zamestnanca p\u00edsomne informova\u0165 o pracovn\u00fdch podmienkach a podmienkach zamestn\u00e1vania<\/p>\n<p><strong>A.) Do siedmich dn\u00ed od vzniku pracovn\u00e9ho pomeru <\/strong>v rozsahu:<\/p>\n<ul>\n<li>sp\u00f4sob ur\u010dovania miesta v\u00fdkonu pr\u00e1ce alebo ur\u010denia hlavn\u00e9ho miesta v\u00fdkonu pr\u00e1ce,<\/li>\n<li>ustanoven\u00fd t\u00fd\u017edenn\u00fd pracovn\u00fd \u010das, \u00fadaje o\u00a0sp\u00f4sobe a\u00a0pravidl\u00e1ch rozvrhnutia pracovn\u00e9ho \u010dasu, rozsah poskytnutia prest\u00e1vky v\u00a0pr\u00e1ci, rozsah denn\u00e9ho a\u00a0t\u00fd\u017edenn\u00e9ho nepretr\u017eit\u00e9ho odpo\u010dinku, pravidl\u00e1 pr\u00e1ce nad\u010das vr\u00e1tane mzdov\u00e9ho zv\u00fdhodnenia,<\/li>\n<li>splatnos\u0165 mzdy a\u00a0v\u00fdplaty mzdy vr\u00e1tane v\u00fdplatn\u00fdch term\u00ednov.<\/li>\n<\/ul>\n<p><strong>B.) Do \u0161tyroch t\u00fd\u017ed\u0148ov od vzniku pracovn\u00e9ho pomeru <\/strong>v rozsahu:<\/p>\n<ul>\n<li>v\u00fdmera dovolenky a\u00a0sp\u00f4sobu jej ur\u010denia,<\/li>\n<li>pravidl\u00e1 skon\u010denia pracovn\u00e9ho pomeru, d\u013a\u017eka v\u00fdpovednej doby alebo sp\u00f4sobu jej ur\u010denia, lehota na podanie \u017ealoby o\u00a0ur\u010denie neplatnosti skon\u010denia pracovn\u00e9ho pomeru,<\/li>\n<li>pr\u00e1vo na odborn\u00fa pr\u00edpravu, ak sa poskytuje a\u00a0jej rozsah.<\/li>\n<\/ul>\n<p>V\u00a0z\u00e1sade mo\u017eno zhrn\u00fa\u0165, \u017ee takmer v\u0161etky povinn\u00e9 inform\u00e1cie pod\u013ea \u00a7 47a boli aj do \u00fa\u010dinnosti novely zamestnancovi v\u00a0pracovnom pomere zrejm\u00e9, preto\u017ee boli bu\u010f s\u00fa\u010das\u0165ou pracovnej zmluvy, alebo inej pracovnopr\u00e1vnej dokument\u00e1cie zamestn\u00e1vate\u013ea (smernice, kolekt\u00edvna zmluva a pod.). V\u00fdnimkou v\u0161ak je <strong>povinnos\u0165 informova\u0165 zamestnanca o\u00a0term\u00edne na podanie pr\u00edpadnej pracovnopr\u00e1vnej \u017ealoby<\/strong> pod\u013ea \u00a7 47a ods. 1 p\u00edsm. e) ZP (t\u00fato povinnos\u0165 zamestn\u00e1vate\u013e doteraz nemal).<\/p>\n<p>Zamestn\u00e1vate\u013e si spln\u00ed informa\u010dn\u00fa povinnos\u0165 aj uveden\u00edm odkazu na pr\u00edslu\u0161n\u00e9 ustanovenie kolekt\u00edvnej zmluvy, ak t\u00e1to predmetn\u00e9 pracovn\u00e9 podmienky upravuje. <strong>Je v\u0161ak povinn\u00fd uvies\u0165 ozna\u010denie kolekt\u00edvnej zmluvy (napr. n\u00e1zov, de\u0148 uzatvorenia), ako aj\u00a0konkr\u00e9tne zmluvn\u00e9 strany, na ktor\u00fdch sa t\u00e1to \u00faprava nach\u00e1dza. <\/strong><\/p>\n<p>Povinnos\u0165 poskytn\u00fa\u0165 inform\u00e1cie je splnen\u00e1 aj v\u00a0pr\u00edpade ich poskytnutia <strong>elektronick\u00fdmi prostriedkami<\/strong>, napr\u00edklad e-mailom, za splnenia podmienok v \u00a7 38a ZP.<\/p>\n<p>&nbsp;<\/p>\n<ol start=\"6\">\n<li><strong>Sk\u00fa\u0161obn\u00e1 doba<\/strong><\/li>\n<\/ol>\n<p>Novela zaviedla vo vz\u0165ahu k d\u013a\u017eke sk\u00fa\u0161obnej doby nov\u00e9 pravidlo. Doteraz platilo, \u017ee sk\u00fa\u0161obn\u00e1 doba nem\u00f4\u017ee by\u0165 dlh\u0161ia ako tri mesiace, u ved\u00faceho zamestnanca na pr\u00edslu\u0161nom stupni riadenia \u0161es\u0165 mesiacov.<\/p>\n<p>Uveden\u00e9 lehoty dop\u013a\u0148a novela ZP o nov\u00e9 pravidlo proporcionality vo vz\u0165ahu k pracovn\u00e9mu pomeru na dobu ur\u010dit\u00fa. To v praxi znamen\u00e1, \u017ee u zamestnanca s pracovn\u00fdm pomerom na ur\u010dit\u00fa dobu <strong>nesmie by\u0165 dohodnut\u00e1 sk\u00fa\u0161obn\u00e1 doba dlh\u0161ia, ako polovica dohodnutej doby trvania pracovn\u00e9ho pomeru.<\/strong><\/p>\n<p>Ak bol teda pracovn\u00fd pomer dohodnut\u00fd napr\u00edklad na dobu ur\u010dit\u00fa v trvan\u00ed <strong>4 mesiace<\/strong>, sk\u00fa\u0161obn\u00e1 doba nesmie presiahnu\u0165 <strong>2 mesiace.<\/strong><\/p>\n<p>&nbsp;<\/p>\n<ol start=\"7\">\n<li><strong>Zmena ust. \u00a7 54 ZP<\/strong><\/li>\n<\/ol>\n<p>Zjednodu\u0161ene povedan\u00e9, Dohoda o\u00a0zmene pracovn\u00fdch podmienok \u201esa premenovala\u201c na Zmenu pracovnej zmluvy, pri\u010dom sa z\u00e1rove\u0148 explicitne stanovila povinnos\u0165 zamestn\u00e1vate\u013ea jedno vyhotovenie zmeny pracovnej zmluvy vyda\u0165 zamestnancovi.<\/p>\n<p>K uvedenej zmene do\u0161lo z d\u00f4vodu potreby odl\u00ed\u0161enia ust. \u00a7 54 ZP z h\u013eadiska jeho obsahu od nov\u00fdch ustanoven\u00ed \u00a7 54a a\u017e \u00a7 54c.<\/p>\n<p>&nbsp;<\/p>\n<ol start=\"8\">\n<li><strong>Zmena ozn\u00e1men\u00fdch pracovn\u00fdch podmienok<\/strong><\/li>\n<\/ol>\n<p>Ak zamestn\u00e1vate\u013e zmen\u00ed pracovn\u00e9 podmienky, ktor\u00e9 zamestnancovi ozn\u00e1mil pod\u013ea nov\u00e9ho \u00a7 47a ZP, je povinn\u00fd t\u00fato inform\u00e1ciu zamestnancovi p\u00edsomne ozn\u00e1mi\u0165 najnesk\u00f4r v\u00a0de\u0148 nadobudnutia \u00fa\u010dinnosti t\u00fdchto zmien.<\/p>\n<p>Uveden\u00e9 plat\u00ed rovnako aj pri zmene \u00fadajov pod\u013ea \u00a7 44a ods. 2 a \u00a7 54b ods. 2 ZP.<\/p>\n<p>&nbsp;<\/p>\n<ol start=\"9\">\n<li><strong>Otcovsk\u00e1 dovolenka<\/strong><\/li>\n<\/ol>\n<p>Novela Z\u00e1konn\u00edka pr\u00e1ce zav\u00e1dza nov\u00fd pojem <strong>\u201eotcovsk\u00e1 dovolenka\u201c<\/strong>. Stretn\u00fa\u0165 sa s\u00a0n\u00edm m\u00f4\u017eeme napr\u00edklad v \u00a7 166 ZP, pod\u013ea ktor\u00e9ho \u201e<em>V s\u00favislosti so starostlivos\u0165ou o naroden\u00e9 die\u0165a patr\u00ed mu\u017eovi odo d\u0148a narodenia die\u0165a\u0165a otcovsk\u00e1 dovolenka v trvan\u00ed 28 t\u00fd\u017ed\u0148ov, osamel\u00e9mu mu\u017eovi v trvan\u00ed 31 t\u00fd\u017ed\u0148ov a v s\u00favislosti so starostlivos\u0165ou o naroden\u00e9 dve alebo viac det\u00ed v trvan\u00ed 37 t\u00fd\u017ed\u0148ov.\u201c<\/em><\/p>\n<p>Treba uvies\u0165, \u017ee v\u00a0tomto pr\u00edpade <strong>ide sk\u00f4r o\u00a0zmenu terminologick\u00fa<\/strong>, nako\u013eko aj p\u00f4vodn\u00e9 znenie ZP poskytovalo mu\u017eovi mo\u017enos\u0165 \u010derpania otcovskej dovolenky, ktor\u00e1 v\u0161ak bola doteraz nazvan\u00e1 ako rodi\u010dovsk\u00e1 dovolenka. To v\u00a0niektor\u00fdch pr\u00edpadoch sp\u00f4sobovalo interpreta\u010dn\u00e9 probl\u00e9my, nako\u013eko pojem rodi\u010dovsk\u00e1 dovolenka vo vz\u0165ahu k\u00a0\u017een\u00e1m predstavoval in\u00fd in\u0161tit\u00fat, ako matersk\u00e1 dovolenka, \u010derpan\u00e1 ihne\u010f po naroden\u00ed die\u0165a\u0165a.<\/p>\n<p>&nbsp;<\/p>\n<ol start=\"10\">\n<li><strong>N\u00e1roky z\u00a0neplatn\u00e9ho skon\u010denia pracovn\u00e9ho pomeru<\/strong><\/li>\n<\/ol>\n<p>Pod\u013ea \u00a7 77 ZP plat\u00ed, \u017ee neplatnos\u0165 skon\u010denia pracovn\u00e9ho pomeru m\u00f4\u017ee zamestnanec aj zamestn\u00e1vate\u013e na s\u00fade uplatni\u0165 <strong>do dvoch mesiacov <\/strong>odo d\u0148a, ke\u010f sa mal pracovn\u00fd pomer skon\u010di\u0165. T\u00e1to jednoduch\u00e1 formul\u00e1cia dvojmesa\u010dnej prekluz\u00edvnej lehoty sa na prv\u00fd poh\u013ead mierne skomplikovala pridan\u00edm dvoch nasleduj\u00facich viet:<\/p>\n<p><em>\u201eNa pred\u013a\u017eenie trvania pracovn\u00e9ho pomeru pod\u013ea \u00a7 64 ods. 2 sa na \u00fa\u010dely prvej vety neprihliada, ak tento z\u00e1kon neustanovuje inak. Ak sa pracovn\u00fd pomer predl\u017euje pod\u013ea \u00a7 64 ods. 2 z d\u00f4vodu plynutia ochrannej doby pod\u013ea \u00a7 64 ods. 1 p\u00edsm. a), zamestnanec m\u00f4\u017ee neplatnos\u0165 skon\u010denia pracovn\u00e9ho pomeru v\u00fdpove\u010fou uplatni\u0165 na s\u00fade v lehote dvoch mesiacov odo d\u0148a uplynutia posledn\u00e9ho d\u0148a ochrannej doby, najnesk\u00f4r v\u0161ak do \u0161iestich mesiacov odo d\u0148a, ke\u010f sa mal pracovn\u00fd pomer skon\u010di\u0165, ak by zamestnanec nebol v ochrannej dobe.\u201c<\/em><\/p>\n<p>In\u00fdmi slovami, ustanovil sa <strong>jedin\u00fd pr\u00edpad, kedy sa dvojmesa\u010dn\u00e1 lehota na podanie \u017ealoby o\u00a0neplatnos\u0165 skon\u010denia pracovn\u00e9ho pomeru pred\u013a\u017ei <\/strong>o\u00a0\u010das plynutia ochrannej doby pod\u013ea \u00a7 64 ods. 2 ZP, <strong>najviac v\u0161ak o\u00a0\u0161es\u0165 mesiacov odo d\u0148a, ke\u010f sa mal pracovn\u00fd pomer skon\u010di\u0165, ak by zamestnanec nebol v\u00a0ochrannej dobe. <\/strong>Ide o\u00a0pr\u00edpad do\u010dasnej pracovnej neschopnosti zamestnanca.<\/p>\n<p><em>Pr\u00edklad:<\/em><\/p>\n<p><em>Zamestnancovi v\u00fdpovedn\u00e1 doba uplynie d\u0148a 31.05.2022. Ak sa stal po doru\u010den\u00ed v\u00fdpovede pr\u00e1ceneschopn\u00fdm, predl\u017euje sa mu v\u00fdpovedn\u00e1 doba o\u00a0ochrann\u00fa dobu. Pr\u00e1ceneschopnos\u0165 mu skon\u010d\u00ed d\u0148a 31.10.2022 a\u00a0teda dvojmesa\u010dn\u00e1 lehota na uplatnenie \u017ealoby mu skon\u010d\u00ed d\u0148a 31.12.2022. Ke\u010f\u017ee v\u0161ak novela ZP stanovila\u00a0 maxim\u00e1lnu lehotu \u0161iestich mesiacov odo d\u0148a, ke\u010f sa mal PP skon\u010di\u0165, ak by zamestnanec nebol v\u00a0ochrannej dobe, lehota na podanie \u017ealoby mu uplynie u\u017e d\u0148a 30.11.2022. <\/em><\/p>\n<p>&nbsp;<\/p>\n<ol start=\"11\">\n<li><strong>Dohod\u00e1ri<\/strong><\/li>\n<\/ol>\n<p>Novela sa dotkla aj v\u00fdkonu pr\u00e1ce na z\u00e1klade niektorej z doh\u00f4d o\u00a0pr\u00e1cach vykon\u00e1van\u00fdch mimo pracovn\u00e9ho pomeru. Do \u00a7 223 ZP sa doplnil nov\u00fd odsek 3, ktor\u00fd ustanovil nasledovn\u00e9:<\/p>\n<p>\u201e<em>Ak priemern\u00fd t\u00fd\u017edenn\u00fd pracovn\u00fd \u010das\u00a0<strong>presiahne tri hodiny v obdob\u00ed \u0161tyroch po sebe nasleduj\u00facich t\u00fd\u017ed\u0148ov<\/strong>, na pracovnopr\u00e1vny vz\u0165ah\u00a0zalo\u017een\u00fd dohodami o pr\u00e1cach vykon\u00e1van\u00fdch mimo pracovn\u00e9ho pomeru<strong> sa primerane vz\u0165ahuj\u00fa<\/strong>\u00a0aj ustanovenia \u00a7 43 ods. 1 p\u00edsm. b), \u00a7 44a ods. 2 a\u017e 5, \u00a7 47a ods. 1 p\u00edsm. a) a d) a ods. 2 a\u017e 5 a \u00a7 54b ods. 2 a\u017e 5. Doba pod\u013ea \u00a7 47a ods. 2 za\u010d\u00edna plyn\u00fa\u0165 d\u0148om nasleduj\u00facim po dni, v ktorom do\u0161lo k presiahnutiu pracovn\u00e9ho \u010dasu pod\u013ea prvej vety.\u201c<\/em><\/p>\n<p>In\u00fdmi slovami, ak zamestnanec odpracuje v\u00a0\u0161tyroch po sebe nasleduj\u00facich t\u00fd\u017ed\u0148och (teda nemus\u00ed sa jedna\u0165 o\u00a0kalend\u00e1rny mesiac) viac ako 3 hodiny t\u00fd\u017edenne v\u00a0priemere, je povinnos\u0165ou zamestn\u00e1vate\u013ea aby:<\/p>\n<ul>\n<li>dohoda o\u00a0pracovnej \u010dinnosti obsahovala inform\u00e1ciu o\u00a0mieste v\u00fdkonu pr\u00e1ce;<\/li>\n<li>ak je miesto v\u00fdkonu pr\u00e1ce mimo \u00fazemia Slovenskej republiky, zamestnanec mus\u00ed obdr\u017ea\u0165 inform\u00e1ciu o\u00a0mene, v\u00a0ktorej mu bude vypl\u00e1van\u00e1 odmena, \u00fadaj o\u00a0\u010fal\u0161\u00edch plneniach spojen\u00fdch s\u00a0v\u00fdkonom pr\u00e1ce a\u00a0inform\u00e1ciu, \u010di je zabezpe\u010den\u00fd n\u00e1vrat zamestnanca z\u00a0cudziny (repatri\u00e1cia) a\u00a0za ak\u00fdch podmienok;<\/li>\n<li>poskytol zamestnancovi inform\u00e1ciu o splatnosti odmeny a\u00a0o\u00a0v\u00fdplatn\u00fdch term\u00ednoch;<\/li>\n<li>vyslan\u00e9mu zamestnancovi poskytol inform\u00e1ciu pod\u013ea \u00a7 54b ods. 2 a\u017e 5. splnil podmienky.<\/li>\n<\/ul>\n<h5><\/h5>\n","protected":false},"excerpt":{"rendered":"<p>&nbsp; D\u0148a 4. okt\u00f3bra schv\u00e1lila N\u00e1rodn\u00e1 rada SR z\u00e1kon \u010d. 350\/2022 Z. z., ktor\u00fdm sa men\u00ed a dop\u013a\u0148a z\u00e1kon \u010d. 311\/2001 Z. z. Z\u00e1konn\u00edk pr\u00e1ce v znen\u00ed neskor\u0161\u00edch predpisov a ktor\u00fdm sa menia a dop\u013a\u0148aj\u00fa niektor\u00e9 z\u00e1kony. N\u00e1rodn\u00e1 rada tak schv\u00e1lila pomerne rozsiahlu novelu Z\u00e1konn\u00edka pr\u00e1ce (\u010falej aj \u201eZP\u201c), ktorou do n\u00e1rodn\u00e9ho pr\u00e1vneho poriadku transponovala&#8230;<\/p>\n","protected":false},"author":3,"featured_media":1342,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"inline_featured_image":false,"footnotes":""},"categories":[1],"tags":[],"class_list":["post-1341","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-uncategorized-sk"],"yoast_head":"<title>Zmeny v Z\u00e1konn\u00edku pr\u00e1ce od 1. novembra 2022 - BOOM &amp; SMART<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/boomandsmart.com\/zmeny-v-zakonniku-prace-od-1-novembra-2022\/\" \/>\n<meta property=\"og:locale\" content=\"sk_SK\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Zmeny v Z\u00e1konn\u00edku pr\u00e1ce od 1. novembra 2022 - BOOM &amp; SMART\" \/>\n<meta property=\"og:description\" content=\"&nbsp; D\u0148a 4. okt\u00f3bra schv\u00e1lila N\u00e1rodn\u00e1 rada SR z\u00e1kon \u010d. 350\/2022 Z. z., ktor\u00fdm sa men\u00ed a dop\u013a\u0148a z\u00e1kon \u010d. 311\/2001 Z. z. 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Z\u00e1konn\u00edk pr\u00e1ce v znen\u00ed neskor\u0161\u00edch predpisov a ktor\u00fdm sa menia a dop\u013a\u0148aj\u00fa niektor\u00e9 z\u00e1kony. N\u00e1rodn\u00e1 rada tak schv\u00e1lila pomerne rozsiahlu novelu Z\u00e1konn\u00edka pr\u00e1ce (\u010falej aj \u201eZP\u201c), ktorou do n\u00e1rodn\u00e9ho pr\u00e1vneho poriadku transponovala...","og_url":"https:\/\/boomandsmart.com\/zmeny-v-zakonniku-prace-od-1-novembra-2022\/","og_site_name":"BOOM &amp; SMART","article_published_time":"2022-11-07T15:13:43+00:00","og_image":[{"width":1920,"height":1141,"url":"https:\/\/boomandsmart.com\/wp-content\/uploads\/2022\/11\/laptop-ga538a1e72_1920.jpg","type":"image\/jpeg"}],"author":"boomandsmart","twitter_card":"summary_large_image","twitter_misc":{"Autor":"boomandsmart","Predpokladan\u00fd \u010das \u010d\u00edtania":"8 min\u00fat"},"schema":{"@context":"https:\/\/schema.org","@graph":[{"@type":"Article","@id":"https:\/\/boomandsmart.com\/zmeny-v-zakonniku-prace-od-1-novembra-2022\/#article","isPartOf":{"@id":"https:\/\/boomandsmart.com\/zmeny-v-zakonniku-prace-od-1-novembra-2022\/"},"author":{"name":"boomandsmart","@id":"https:\/\/boomandsmart.com\/#\/schema\/person\/45472ee9b9a6b06bc4a90e2e95bc7e34"},"headline":"Zmeny v Z\u00e1konn\u00edku pr\u00e1ce od 1. novembra 2022","datePublished":"2022-11-07T15:13:43+00:00","mainEntityOfPage":{"@id":"https:\/\/boomandsmart.com\/zmeny-v-zakonniku-prace-od-1-novembra-2022\/"},"wordCount":2252,"image":{"@id":"https:\/\/boomandsmart.com\/zmeny-v-zakonniku-prace-od-1-novembra-2022\/#primaryimage"},"thumbnailUrl":"https:\/\/boomandsmart.com\/wp-content\/uploads\/2022\/11\/laptop-ga538a1e72_1920.jpg","articleSection":["Uncategorized @sk"],"inLanguage":"sk-SK"},{"@type":"WebPage","@id":"https:\/\/boomandsmart.com\/zmeny-v-zakonniku-prace-od-1-novembra-2022\/","url":"https:\/\/boomandsmart.com\/zmeny-v-zakonniku-prace-od-1-novembra-2022\/","name":"Zmeny v Z\u00e1konn\u00edku pr\u00e1ce od 1. novembra 2022 - BOOM &amp; 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