Kurzarbeit in Slovakia – Emergency aid for employers - What you need to know - Celia Alliance

January 3, 2022

Kurzarbeit, or the short-term work scheme, has introduced a new procedure in Slovakia intended to help employers maintain employment when they are unable to assign work to their employees due to external factors outside of their control. Kurzarbeit replaces the First Aid scheme.

What does Kurzarbeit mean for employers?

From 1 March 2022, employers in Slovakia can request financial support for the costs of employees’ salaries if the employer has to limit their operations due to external factors and, thus, cannot assign work to at least one-third of their employees for at least 10% of their standard working time.

What counts as an external factor?

Such external factors may include the declaration of a state of emergency, crisis situations, force majeure or any temporary major events that could not have been influenced or prevented by the employer and negatively impact the amount of work the employer can assign.

Conditions for employers

To be eligible for the aid, the employer must meet additional conditions, and the legislation contains specific rules regarding the calculation of aid.  In 2022, the maximum amount of aid is 7.81 per hour. The aid cannot be provided for more than six months in total during a 24 consecutive month period.

In general, the employer is obliged to keep the job position for which the aid was provided for at least two months following the end of the calendar month after it was given.

Applying for the aid

The employer must apply for the short-term work allowance with the relevant labour office no later than the end of the calendar month following the month for which the financial assistance is requested. The application must be filed electronically and contain all the required data and annexes.

Missing the deadline and compliance

If an employer misses the deadline for applying for the aid, the employer will lose eligibility for its provision for that month. In addition, in the event of not complying with statutory obligations, the employer may be required to return any financial assistance provided to them.

Find out more

This article was produced by Peter Oravec, Partner at PRK Partners, Slovakia, a CELIA Alliance member firm

For further information or if you have any queries relating to the content of this communication, please contact us.

CELIA Alliance
CELIA Alliance members are identified here. Members of the CELIA Alliance are each independent law firms and do not practice law jointly with any other member of the CELIA Alliance. “CELIA Alliance” and “CELIA” are not trading names. For more information about the CELIA Alliance click here.

Disclaimer
Content is for general information purposes only. The information provided is not intended to be comprehensive and it does not constitute or contain legal or other advice. If you require assistance in relation to any issue please seek specific advice relevant to your particular circumstances. In particular, no responsibility shall be accepted by the authors or by Abbiss Cadres LLP for any losses occasioned by reliance on any content appearing on or accessible from this newsletter. For further legal information click here.


Copying
If you would like to copy or otherwise reproduce this article then you may do so provided that: (1) any such copy or reproduction is for your own personal use or if it is made available to any third party it is done so on a free of charge basis; and (2) the article is reproduced in full together with the contact details, disclaimer and any logos as they appear on each article.

TaggedFlag
Category:

CELIA Alliance
CELIA Alliance members are identified here. Members of the CELIA Alliance are each independent law firms and do not practice law jointly with any other member of the CELIA Alliance. “CELIA Alliance” and “CELIA” are not trading names. For more information about the CELIA Alliance click here.

Disclaimer
Content is for general information purposes only. The information provided is not intended to be comprehensive and it does not constitute or contain legal or other advice. If you require assistance in relation to any issue please seek specific advice relevant to your particular circumstances. In particular, no responsibility shall be accepted by the authors or by Abbiss Cadres LLP for any losses occasioned by reliance on any content appearing on or accessible from this newsletter. For further legal information click here.

Copying
If you would like to copy or otherwise reproduce this article then you may do so provided that: (1) any such copy or reproduction is for your own personal use or if it is made available to any third party it is done so on a free of charge basis; and (2) the article is reproduced in full together with the contact details, disclaimer and any logos as they appear on each article.

Leave a Reply

Your email address will not be published. Required fields are marked *