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What does the quarantine mean for employees and employers?
This primarily means that there is an official decision (for example, the lock-down of an administrative area) which can result in employees not being able to go to work. Under law, these employees are considered incapable of work – those who are prevented from carrying out their work for public health reasons and who are not offered alternative positions, or those who are officially quarantined, or those who cannot go to their workplace due to official epidemiological or veterinary lock-down and cannot be employed in a different position even temporarily – and are entitled to receive sick leave benefit.
Of course, employees are also considered incapable of work in such unfortunate circumstances as when they cannot fulfill their work duties due to illness or hospitalization or medical treatment. In such cases, the employee is entitled to receive sick leave benefits. If the employee has not been on sick leave during that year, the employer can offer 15 days of sick leave each calendar year for the period of incapacity to work.
The employers must consider whether the operation of the company can be managed with fewer employees and less capacity if, for example, the workplace is not affected by the quarantine because of its location or activity. It is important to review the schedules and modify them as necessary, keeping the 96 hour notice constraint in mind (in case unforeseen circumstances occur in the management or operation of the company, the time schedule of the employee can be modified by the employer 96 hours prior to the start of the pre-arranged time schedule).
Source: KPMG LEGAL TÓÁSÓ ÜGYVÉDI IRODA
Of course, employees are also considered incapable of work in such unfortunate circumstances as when they cannot fulfill their work duties due to illness or hospitalization or medical treatment. In such cases, the employee is entitled to receive sick leave benefits. If the employee has not been on sick leave during that year, the employer can offer 15 days of sick leave each calendar year for the period of incapacity to work.
The employers must consider whether the operation of the company can be managed with fewer employees and less capacity if, for example, the workplace is not affected by the quarantine because of its location or activity. It is important to review the schedules and modify them as necessary, keeping the 96 hour notice constraint in mind (in case unforeseen circumstances occur in the management or operation of the company, the time schedule of the employee can be modified by the employer 96 hours prior to the start of the pre-arranged time schedule).
Source: KPMG LEGAL TÓÁSÓ ÜGYVÉDI IRODA