The duration for the above mandatory telework would extend only
to the timeframe covered by the Decree, or until the
employee's health is no longer at risk and they can return to
the employer's establishment.
It is important to note that, the Law establishes safeguards
from the outset concerning the terms of employment teleworking
scenarios. These terms are not subject to adverse effects resulting
from the transition to telework. The employment status and/or the
employment contract of the employee remain unaffected by the
alternation in the mode of work. Discrimination against an employee
who does not consent to teleworking is expressly prohibited.
Furthermore, the Law introduces various safeguards, the main of
them being:
