No, the fact that employees are teleworking does not change their rights. Thus, employees have the same rights and the same obligations as comparable employees working without teleworking in the employer's premises. These rights include workload, assessment criteria and procedures, remuneration, access to employer-related information, training, professional development, trade union activity and their unhindered and confidential communication with trade union representatives.
Also, teleworking does not change the way the work is performed and does not affect the employment status / employment contract (e.g. full-time, part-time, etc.). It is generally prohibited to discriminate against an employee because he works or does not consent to work in the form of teleworking.