Who pays for the cost of electricity, broadband or office supplies if your employer orders you to work from home? Can I deduct my workplace at the kitchen table from my tax? Working from home brings up many questions concerning labor law and insurance.
Insurance experts from AXA and lawyers from AXA-ARAG give answers to the most important questions about teleworking.
Costs that arise through working from home voluntarily do not have to be met by the employer. In the current situation however, many people have been ordered to work from home. If in these cases employees themselves have to provide equipment or material for carrying out their work, they should be appropriately compensated, unless otherwise agreed. However, if you are voluntarily using the second screen and could also carry out your work with the laptop, your employer does not have to assume the cost.
Yes if they are necessary, such disbursements should be appropriately compensated or provided by your employer.
Yes, the employer must also help to pay for higher electricity costs. This is also on condition that you are not working from home voluntarily.
If working from home is only a temporary arrangement, this isn’t possible. Anyone wishing to deduct a proportion of rent etc. from their tax for a private office must meet strict conditions.
No. If you have technical problems when working from home, such as a power cut or internet problems for which you as an employee are not responsible, the employer must bear the related risks (obligation to continue salary payments, payment of overtime).
Yes, when working from home you must still comply with the statutory provisions of labor law such as working hours and rest periods. Under labor law, you are also obliged to document the hours that you worked at home, unless any other arrangements on a simplified way of recording working time or a corresponding waiver has been agreed.
Most people falling victim to a fake shop need nerves of steel and a great deal of time. It is becoming increasingly difficult to identify a fake shop, as the operators are becoming craftier. But always check the URL: does it contain transposed letters such as mircosoft.com instead of microsoft.com? You should also check whether the online shop has a legal notice and carefully read through the small print, the general terms and conditions (GTC). You should normally steer well clear of strikingly cheap offers. There is a major risk that they are from a fake shop or are counterfeit goods.
Nothing can happen by opening a fake email, but if you open a link in a phishing email and enter personal details, the cybercriminals have achieved their aim. To err on the side of caution when an email seems strange, you can enter the URL in the address bar manually rather than clicking on the link to the site.
Control systems aimed solely at monitoring whether employees are carrying out their work are prohibited in the office or if an employee is working from home. Consequently, work presence when employees are working from home cannot be constantly monitored and checked. If employees are informed in advance, appropriate monitoring of security or checks on work productivity are permitted while adhering to the principle of proportionality.
When working from home, you should normally ensure that you can work undisturbed. Any work carried out that is not for the employer (e.g. child care) cannot be counted as working hours.
Tip: Due to the current school situation, many parents are faced with having to juggle home schooling and working from home. If your working activities are partially or wholly restricted by childcare, you should speak to your employer.
This must be evaluated on a case-by-case basis. If you’re working from home for a long time, you must also place greater emphasis on having an ergonomic workplace setup at home.
As your employer cannot carry out any checks in your home, you must take personal responsibility here. If you have to buy new furniture because your workplace at home does not meet health regulations, particularly if it is being used intensively and over a long period, your employer should contribute toward the cost. However, the company is not obliged to provide an ideal office at home for every employee.