Workplace Safety for Remote Employees: Understanding Injuries and Reporting Protocols

As the workplace landscape continues to evolve, more and more employees are embracing the flexibility of working from home or remote locations. However, with this shift comes the need to address workplace safety in non-traditional settings.

In this article, we’ll explore the concept of workplace injuries for remote employees, the criteria for defining them, and the reporting protocols that employers must adhere to. Understanding these crucial aspects will ensure a safe and productive work environment, regardless of the employees’ physical location.


  1. The Rise of Remote Work in Serbia – Embracing Flexibility


In response to the COVID-19 pandemic and changing work dynamics, remote work and working from home have become increasingly prevalent. The adoption of information and communication technologies has enabled employees to work efficiently from any location. However, with this newfound flexibility, it becomes crucial to address occupational safety concerns for remote workers.


  1. Defining Workplace Injuries for Remote Employees


According to the newly introduced Law on Occupational Safety and Health (ZBZR), workplace injuries for remote employees are only considered as such if they are directly related to the tasks performed as part of their employment or contractual obligations. The injury must be causally connected to the work being done, both spatially and temporally.


  1. Obligations of Employers – Ensuring Safety for Remote Employees


The ZBZR places responsibility on employers to ensure workplace safety for remote employees. Although employers cannot exert direct control over the remote workspace, they are obligated to define conditions for safe work, provide necessary equipment, specify work processes, and implement preventive measures. These steps help establish a secure environment for remote work.


  1. Risk Assessment and Reporting Protocols


While the ZBZR does not mandate employers to create written risk assessment acts for remote work, they may choose to do so. However, it is the employee’s responsibility to inform the employer about meeting safety conditions and promptly report any changes in the working environment that may impact safety. In case of a workplace injury, employers must promptly provide the prescribed report to the employee, the National Health Insurance Fund, and relevant administrative bodies.


  1. Creating a Culture of Remote Workplace Safety


Promoting a culture of remote workplace safety is essential for fostering employee well-being and productivity. Employers should encourage open communication about safety concerns, provide resources for self-assessment, and offer remote safety training to equip employees with the knowledge and skills to prevent injuries.

As remote work continues to gain popularity, it is vital for employers and employees alike to prioritize workplace safety, even in non-traditional work settings. Understanding the criteria for defining workplace injuries for remote employees and adhering to reporting protocols ensures a secure and productive work environment.

By proactively addressing safety concerns, employers can create a culture of remote workplace safety, promoting the well-being of their remote workforce and driving overall organizational success.

For more information on this or any other legal, tax, or business topic, feel free to write to us at [email protected] at any time or call us at phone number +381113281914 every working day from 08:30 to 16:30.

Information contained in this alert is for the general education and knowledge of our readers. It is not designed to be, and should not be used as, the sole source of information when analyzing and resolving a legal problem, and it should not be substituted for legal advice, which relies on a specific factual analysis. Moreover, the laws of each jurisdiction are different and are constantly changing. This information is not intended to create, and receipt of it does not constitute an attorney-client relationship. If you have specific questions regarding a particular fact situation, we urge you to consult the authors of this publication, your AK STATT representative, or other competent legal counsel.

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