Telework is optional and applies when agreed in writing between the employer and the employee. It can be agreed either at the time of hiring or by amending the employment contract or by collective agreement.
Telework can be provided full-time, part-time or in other forms of employment, exclusively from a workplace outside the employer's premises or in combination with employment in the employer's premises. Telework must not adversely affect any terms of employment.
By exception, telework can also be implemented:
a) for reasons of public health protection, by decision of the employer, after the relative Order of the Minister of Health is issued, for the period of time specified in the Order.
b) at the request of the employee, in case of a documented risk to his/her health, which is avoided if he/she works via telework and not at the employer's premises, for as long as this risk lasts.
The Law does not apply to the public sector, but it applies to public law legal entities and local authorities.