Employers often use a clause that prohibits additional professional activities, even though its validity and legality are reasonably questionable. Soon they will not be able to do so.

In just a few weeks, companies will no longer be able to prohibit their employees from taking on additional employment. The upcoming amendment is to explicitly prejudge the inadmissibility of such clauses, with one exception – the prohibition of competitive activities. But is such a restrictive regulation really a good solution?

To date, labour laws have not regulated additional employment. In practice, clauses prohibiting additional activities are relatively often used, despite the fact that their validity and legality raise reasonable doubts.

For more details, please see the full article, which is available here.

 

Hubert Hajduczenia, Senior Associate 

Agnieszka Tarasiuk, Junior Associate