Ref. Ares(2022)4747721 - 29/06/2022

WORKING TIME AND
HYBRID WORKING
GUIDELINES FOR STAFF AND MANAGERS
RSC – HUMAN RESOURCES
Version 01/07/2022

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WORKING TIME AND HYBRID WORKING GUIDELINES
FOREWORD
The scope of these guidelines is to:
  help Staff and Line Managers (LM) navigate the Implementing Rule (IR) on working time and hybrid
working as adopted by EU-OSHA Management Board in June 2022 and applicable by analogy to
EU-OSHA’s Temporary and Contract Staff as of 1st July 2022,
  present applicable related procedures,
  ensure avoidance of ad-hoc decisions or exceptions,
while respecting the legal framework.
Where  room  for  implementation  and  discretional  power  by  individual  LM  are  embedded  in  the  legal
framework,  it  will  be  highlighted  in  the  guidelines  as  follows:  LM.  In  such  cases,  LM  will  follow  the
instructions received from the interim Executive Director as referred to in Article 2.3 of the IR.
These guidelines have been adopted by the interim Executive Director (via ARES) and apply as of 1st
July  2022.  They  have  been  developed  in  agreement  with  MG  and  after  consultation  with  EU-OSHA
Staff  Committee  and  Legal  Service,  considering  the  above  scope,  EC  evolving  FAQ  available  on
Intracomm, clarifications requested to and received from DGHR.
Frequently  Asked  Questions  (FAQ)  will  regularly  be  updated  and  be  an  evolving  annex  to  these
guidelines. Each time a FAQ will be added or an answer updated, you will be informed and you will see
the following sign        next to the concerned FAQ.

THE NEW RULES IN A NUTSHELL AND EU-OSHA
GUIDELINES
Working hours
1)  Daily working hours
The rules in a nutshell
EU-OSHA guidelines
8  hours  a  day  in  average  for  staff  working  full  The Agency is not favourable to regular working
time;  max  10  hours.  Exceptionally,  LM  may  hours  of  more  than  8  hours  and  hence  not  to
approve more than 10 hours where needs of the  more  than  10  hours.  However,  it  recognises
service so require.
that  it  may  occasionally  be  necessary

during  peak  periods.  This  should  therefore
be  exceptional  and  it  should  not  become

the norm, especially at EU-OSHA.

In practice: prior request from concerned staff to

LM  for  their  prior  approval,  specifying  the
reason(s) for envisaging that more than 10 hours

of work will be necessary  and the possible time
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frame/days  concerned.  A  dedicated  JIRA

workflow  will  be  available  to  ease  the  process

and  monitoring  (HR  to  be  informed  for
monitoring/reporting purposes as per the rules).

For missions (see point 8 for more info), only the

travelling time may lead to accounting for more

than  10  hours  and  without  the  need  to  use  the

JIRA workflow.
(art. 3.1, 4.2 and 6.2 of the rules)
LM,  in  consultation  with  staff  members,  shall  Individual  regular  exchange  with  staff  members
ensure  that  the  overall  work  assigned  is  in  is essential and staff working part time shall not
principle  manageable  within  the  weekly  be required to work extra hours considering that
working hours (40 hours and proportionally less  they have a reduced salary in line with their part
for  part  timers),  while  having  regard  to  peak  time  arrangements  and  time  slots  approved
periods during the year.
within their part time request.

Peak  periods  are  by  definition  temporary.  The
pattern of having to work by default more than 40

hours  a  week,  each  week  and  every  month

should be carefully looked at by LM so that staff
members are in the position to manage the work

assigned  within  the  “normal”  weekly  working

hours  (i.e.  40  hours  and  proportionally  less  for
(art. 4.1 of the rules)
part timers).
2)  Monthly flexitime balance
The rules in a nutshell
EU-OSHA guidelines
No limit for the credit balance.
Credit balance:
Maximum  debit  balance  of  20  hours  unless  There  is  no  limit  to  the  carry-over  of  the  credit
exceptional circumstances (service reasons, sick  balance.  Excess  hours  credited  in  January  can
leave,  force  majeure  preventing  from  adjusting  be  transferred  to  February,  to  March  and
the balance appropriately).
recuperated  in  April.  LM  will  however  pay
attention  in  case  of  excessive  amount  of  hours
A  debit  balance  shall  be  offset  by  a  longer  being  accumulated  (see  preceding  paragraph).
working  time  during  the  following  6  calendar  At  the  Agency,  we  believe  it  is  important  to
months at the latest.
ensure  that  staff  enjoy  a  good  work-life

balance.

Debit balance:

A monthly debit balance should be avoided and
offset as soon as possible by working longer than

the  standard  daily  8  hours  subsequently.  For  a

debit balance in excess of 20 hours at the end of

the monthly accounting period, unless you could
not offset the debit balance due to sick leave or

force  majeure,  the  excess  hours  will  be

considered an unauthorised absence and will be
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offset  accordingly  by  a  deduction  of  a

corresponding  number  of  half  or  full  days  of

annual leave in the following accounting period.

If staff still have a debit balance after 6 months of
the first debit  balance, these debit hours  will be

considered as an unauthorised absence and will

be  offset  accordingly  by  a  deduction  of  a

corresponding  number  of  half  or  full  days  of
(art. 6.3 of the rules)
annual leave in the following accounting period.
3)  Offsetting and recuperation
The rules in a nutshell
EU-OSHA guidelines
Where  excess  hours  are  imposed  by  service  As a general principle, a monthly credit balance
needs,  staff  may  offset  those  extra  hours  by  should  be  offset  by  shorter  working  days
working fewer hours the following days, weeks or  compared to the daily average of 8 hours.
months  or  by  taking  a  full  or  half  day  of  Where such offset is not possible, staff (except
recuperation  in  the  following  month(s)  where  LM) may request recuperation of the credit hours
timesheet has been validated.
in the form of half a day or full day.
As a general rule, a monthly credit balance shall  The  rules  do  not  to  allow  staff  to  decide  to
be  offset  by  subsequent  shorter  working  time  accumulate  extra  hours  to  then  take  in  the
compared to the daily average of 8 hours.
following  month(s)  recuperation  in  half  days  or
LM  and  staff  shall  clarify  their  expectations  days.
regarding the implementation of the above.
In those cases where staff would systematically

request  2  days  of  recuperation  on  a  monthly
basis (excluding from this pattern staff who very

regularly  accumulate  extra  hours  linked  to

travelling  time  during  missions),  LM  will  invite
staff to rather reduce their daily working hours so

that there is a reduced number of half days or full

days  recuperation  taken  to  ensure  better

business  continuity  and  more  regular  working
hours each month.

It  is  also  not  possible  to  take  recuperation  half

days  or  days  if  there  is  not  a  sufficient  balance

credit from the previous month, even if during a
given  month  one  knows  they  (will)  have  extra

hours. The purpose of the recuperation is to rest

from  the  extra  work  already  done  and  the  first

measure  is  to  reduce  working  hours  by
(art. 4.3, 4.5 and 6.4 of the rules)
shortening working days.
Requests  for  recuperation  shall  be  approved  For  the  monthly  credit  balance:  if  approved  in
where  a  credit  balance  is  justified  by  the  staff  the  time  sheet,  it  implies  that  it  is  considered
member’s  work  and  the  request  is  compatible  justified by the staff member’s work.
with the interest of the service.
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Compatibility  with  the  interest  of  the  service:
Staff  members  are  expected  not  to  request

recuperation of half days or days if their absence

would  put  at  risk  business  continuity.  However

the  responsibility  of  assessing  the  compatibility
(art. 4.6 of the rules)
with the interest of the service lies with the LM.
No  more  than  2  full  days  or  4  half  days  (for  Article  55(4)  of  the  Staff  Regulations  provides
AST/AD9  and  above)  may  be  taken  as  that officials and temporary agents with a grade
recuperation each calendar months.
of  9  and  above  (AST  or  AD)  may  not
recuperate  entire  working  days.  All  other

categories  of  staff  working  under  the  flexitime
(art.6.5 of the rules)
regime can recuperate full days.
LM shall not be eligible for half days or full days’  LM may however offset working hours in excess
recuperation.
and  must  manage  their  working  time  in
agreement with their superior.
(art. 6.5 of the rules)
4)  Respecting the rules
The rules in a nutshell
EU-OSHA guidelines
LM shall ensure that their staff members respect  Implementing  working  time  and  hybrid  working
the
applicable
rules.
Where
LM
notice  rules  imply  management  by  output  and  trust.
discrepancies  between  the  number  of  hours  When LM question the recorded hours, it is within
registered  and  the  tasks  assigned  and  their  power  and  duty.  Most  of  the  time  an  open
corresponding output, they shall discuss with the  discussion would solve any doubts.
concerned  staff  before  validating  the  monthly
timesheet. They shall reject registered hours not
corresponding  plausibly  to  time  actually  spent
working.
(art. 4.6 of the rules)
5)  Working timeframe (bandwidth)
The rules in a nutshell
EU-OSHA guidelines
Staff shall work mainly between 8:00 and 19:00.  8:00 – 19:00 is the bandwidth during which staff
LM  may  approve  different  timeframe  requests  shall  work  their  average  daily  8  working  hours.
from staff.
Staff  are  not  expected  to  be  on  standby  duty
during the whole timeframe.
A minimum of one break of at least 20 minutes is
needed  when  working  more  than  6  hours  Staff’s  routine  working  timeframe  should  be
consecutively.
declared and recorded in the “intention table” as

per point 11.
(art. 5.1 and 5.3 of the rules)

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6)  Right to disconnect
The rules in a nutshell
EU-OSHA guidelines
Between  19:00  and  8:00,  LM  and  staff may  not  The  disconnection  period  is  the  timeframe  on
contact or ask their colleagues to work.
working  days  (19:00-8:00),  weekends,  annual
leave  days  and  other  types  of  leave  when  staff

may not be contacted nor required to work unless

in cases of emergency or when there was a pre-
agreement.

Calls,  messages  and  e-mails  specifically

addressed  to  individuals  that  require  them  to

work immediately are not allowed.

As  a  general  protective  measure,  staff  are  not

expected  to  (and  should  not)  be  connected,
read  emails  or  Teams  messages  during  this

disconnection period. You are encouraged to

switch  off  notifications  email/Teams  during
the disconnection period.

E-mails  or  messages  that  are  addressed  in

general
to
the
staff,
such
as
official

communications,  or  to  individual  staff  members

as long as just for information, are not considered
(art. 5.6 of the rules)
as “being contacted”.
7)  Interaction Time slots
The rules in a nutshell
EU-OSHA guidelines
Staff should be available for interaction between  Being  available  for  interaction  means  to  be
9:30-12:00 and 15:00-16:30 (and 16:00 on Wed  reachable and thus able to answer a call, reply
and Fri). By way of derogation, LM may approve  to an email in a reasonable time or participate
different time slots.
in planned online meetings.

If staff are not actually working but only reachable
during  (part  of)  these  time  slots,  staff  should

obviously  not record  such  non-worked hours as

worked ones in Sysper.

Staff  shall  declare  their  long-term/by  default
time slots in the “intention table” as per point 11.

Occasional/ad-hoc  adaptations,  in  particular

for medical appointments, need to be agreed first

with  LM  and  communicated  with  immediate

colleagues so that they are not surprised if staff
do not react to their mails or calls in a reasonable
(art. 5.1 of the rules)
time.

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8)  Missions
The rules in a nutshell
EU-OSHA guidelines
Working hours during  a mission are counted as  Staff  should  record  in  Sysper  (Time  recording)
normal working hours.
the  effective  working  hours  as  when  working  in
the  office  or  when  teleworking  and  up  to  a

maximum of 10 hours.

Work required by the needs of the service during

weekends  or  public  holidays  at the  place  of  the
mission shall be pre-agreed (via dedicated JIRA

workflow)  with  your  LM  and  only  then  can  be

registered as working time.

If  a  mission  finishes  on  Friday  evening  and  the

flight is on Sunday, Saturday does not count  as
working  time,  even  if  it  is  to  benefit  from  lower
(art. 7.2 of the rules)
cost flight ticket.
Travelling  time  is  counted  as  normal  working  Effective travelling time adding max. 2 hours for
hours including on a weekend or public holiday.
travels by plane and max. 1 by train at departure
and  the  same  upon  return  can  be  recorded  as

working  time  (select  as  period  type  “mission”  in

Sysper TIM module).

Only  for  the  travelling  days,  more  than  10
hours  can  be  recorded,  including  during

weekends  or  public  holidays  and  without  pre-
(art. 7.2 of the rules)
agreement from LM.
This  half-day  is  to  compensate  travelling  time
Where a mission finishes with an overnight flight  preventing  you  from  having  a  “normal”  night
and  a  morning  return  to  the  place  of  work,  a
compensation  of  half  a  day  of  leave  shall  be  sleep  where  the  day  of  the  return  is  a  working
granted on the day of return or in due course.
day.  It  should  be  taken  on  the  day  of  return
(morning  or  afternoon).  However,  if  this  leave

cannot  be  taken  immediately  upon  return,  it

should be taken within the next following days

after return.

In  practice:  this  half-day  should  be  recorded  by

selecting the period type "compensation after an
(art. 7.2 of the rules)
overnight flight" in Sysper TIM module.

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Teleworking
9)  Tasks incompatible with Teleworking (TW)
The rules in a nutshell
EU-OSHA guidelines
A register of types of tasks incompatible with TW  No  one  is  currently  working  full  time  on  tasks
shall be set up.
incompatible  with  TW,  so  no  one  shall  be
excluded from TW.

However,  some  tasks  (copying,  filing  or  else)

require presence to use specific tools or material

only  accessible  in  the  office, so  common  sense
(art. 8.3 of the rules)
approach is expected.
Staff shall ensure they have a reliable broadband  Staff  are  encouraged  to  take  the  following
connection
and
an
appropriate
working  questionnaire
helping
at
assessing
for
environment.
themselves  whether  they  have  an  appropriate
teleworking environment or not. Upon completion
Where technical issues  linked to connectivity or  of  the  questionnaire,  any  staff  member  can
home  environment  prevent  from  adequately  contact EU-OSHA’s external contractor Gabinete
performing  their  duties,  staff  shall  return  to  the  (xxxxx.xxxx@xxx.xxx.xxxxxx.xx) who can advise
office  at their  own  expense  within  a  reasonable  on how to ensure better teleworking environment.
time.
The time during which staff cannot perform their

duties  due  to  personal  technical/connectivity

(Internet  or  electricity  for  instance)  issues  shall
not be counted as worked hours.

Reasonable  time  is  defined  under  point  18  and

19.

Where  the  number  of  hours  not  worked  during

the  technical  issue  combined  with  the  time  to

come  back  to  the  office  is  at  least  equal  to  4

hours, the corresponding (half) day(s) of annual
(art. 10.2 of the rules)
leave must be taken.
10) Weekly proportion of TW
The rules in a nutshell
EU-OSHA guidelines
Teleworking during 20% of weekly working time  LM  cannot  refuse  20%  of  working  time  as  TW
is  a  right  and  from  20%  to  max  60%  it  is  a  during the week. However, LM may instruct staff
possibility that LM may approve.
to  telework  on  a  different  timeslots  during  the
week than you have indicated.

For  the  exact  proportion  for  part  timers,  please
(art. 9.6 and 9.7 of the rules)
see FAQ 15.

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11) Formalising TW agreement
The rules in a nutshell
EU-OSHA guidelines
TW arrangement shall be, in principle formalised  To  respect  the  need  to  have  an  overview  on
but  may  be  informal  by  common  agreement  long-term  plans  and  agreements  on  hybrid
between LM and staff.
working  arrangements,  staff  members,  prior  to
the  entering  into  force  of  the  rules  on  1/7/2022,
LM  shall  ensure  presence  of  staff  is  spread  as  shall record their intention of working pattern in
evenly as possible during the working week and  a common file accessible to all. Once validated
can ask for specific days of presence (see point  by LM, the file will be only editable by PAs and
17).
HR. Newcomers after 1/7/2022, shall get their LM
Staff members shall register in advance whether  approval by email, and HR or PAs will update the
they will be TW or working at the office.
table in line with LM approval.
HR shall monitor and report on hybrid working.
Any  subsequent  long-term  change  will  be
communicated  by  the  staff  member  (in
TW agreements may be modified at the request  agreement with LM) or by LM (in agreement with
of  staff  or  LM.  Modified  agreements  enter  into  staff)  to  PAs  or  HR  who  would  update  the
force after one month.
common intention file.

Any ad-hoc/temporary change:

  for  increasing  TW,  while  respecting  the

maximum 60%

  modifying planned TW days
(art. 9.1, 9.4, 9.8, 9.11 and 17 of the rules)
do not need authorisation but information to
LM and close colleagues.
12) Duration of the TW agreement
The rules in a nutshell
EU-OSHA guidelines
TW  arrangements  validated  by  LM  have  a  The record of long-term intentions of all staff
duration that varies depending on the percentage  (within the intention table), including subsequent
of TW:
long-term modifications, once validated by the
LM, represents the TW arrangement.
  up  to  20%  of  weekly  working  time  shall  be
granted for 6 to 12 months renewable or for  TW agreements, whatever their duration, can be
the duration of the contract, whichever is the  modified as per point 11.
shorter.

  more  than  20%  and  up  to  60%,  shall  be
granted  for  6  months  renewable  or  for  the
duration  of  the  contract,  whichever  is  the
shorter.
For  duly  justified  services  reasons,  LM  may
instruct  staff  to telework  on  another  time  slot or
other time slots than the one or ones previously
agreed.
(art. 9.7 and 9.6 of the rules)
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13) 100% TW possibilities
The rules in a nutshell
EU-OSHA guidelines
Staff  members  with  temporary  health  issues  Staff  shall  inform  their  LM  and  HR  (using  the
impacting  their  mobility  but  who  are  still  able  to  dedicated JIRA workflow) of their willingness and
telework  may  request  to  telework  for  the  whole  capacity  to  telework  and  annex  their  medical
duration of their health issue.
certificate attesting their mobility issue referring
to  their  capacity  to  still  work  and  in  which
Mobility issues shall be certified by a doctor and  proportion (full time or part time).
notified  to  the  agency  Medical  Services  (MS),
who  may  proceed  with  any  appropriate  This type 100% TW is to take place at the place
verification.
of employment (see point 18).

In practice: staff shall record their working time as

teleworking  in  line  with  the  medical  certificate
(art. 9.10 of the rules)
within Sysper time recording. HR notifies MS.
In  exceptional  circumstances,  such  as  duly  Imperative  family  reasons  are  for  instance  the
documented  imperative  family  reasons,  the ED,  need to temporarily care of a parent, spouse, or
after consulting the staff LM, may approve 100%  dependent
children
with
severe
medical
TW  for  up  to  one  month  (renewable  under  the  conditions.
same conditions).
Staff  shall  inform  their  LM  and  HR  (using  the

dedicated  JIRA  workflow)  and  send  medical
certificate  attesting  the  seriousness  of  the

medical  conditions  of  the  concerned  family

member  to  xxxxxxxxxxxxxxxxx@xxxxx.xxx.  The
AIPN (Executive Director of the Agency) takes

the final decision on the basis of all elements

at disposal. For more information see FAQ 5
and 6.

This  type  of  exceptional  100%  TW  can  take

place  at  the  place  of  employment  or  outside

the place of employment (and will not count for

the  regulatory  maximum  10  days/year),  where
the concerned family member is residing or being

cured.

In practice: if and once approved, this exceptional

TW  (whether  at  or  outside  the  place  of
employment) is registered by staff within Sysper

TIM  module  as  “occasional  teleworking”  and

then selecting “Exceptional teleworking outside
the  place  of  employment”  who  shal   specify  the
(art. 11.2 of the rules)
temporary  address  they  would  be  teleworking
from in the comment box.
In the interest of the service, LM may approve
Staff shall register their interest in this possibility
TW for more than 60% of weekly working time
within the intention table (see point 11). This type
during the week.
of  100%  TW  shall  take  place  at  the  place  of
(art. 9.9 of the rules)
employment (see point 18).
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Presence in the office
14) Presence at work versus TW
The rules in a nutshell
EU-OSHA guidelines
Working  at  the  office  and  teleworking  are  Trust  from  LM  towards  staff  AND  between
modalities considered equivalent.
staff themselves is key.

Recording  of  hours  at  the  office  and  while
teleworking  are  done  by  staff  members  within

Sysper  time  recording.  Staff  shall  record  their

effective working time on a daily basis.

When  in  the  office,  the  badge-in  badge-out  to
enter  or  leave  the  building  remains  compulsory
(art. 8.4 of the rules)
for possible checks and security reasons.
15) Weekly presence
The rules in a nutshell
EU-OSHA guidelines
Staff shall be present at the office for a minimum  If staff fall sick on the days they should have been
of 40% of their weekly working time (considering  present  in  a  given  week,  and  they  feel  better
staff  members  may  be  authorised  to  TW  up  to  while  they  are  supposed  to  TW  (as  per  the
60% of their weekly working week).
recorded  intention  –  point  11),  they  are  not
obliged  to  change  the  plans  and  come  to  the

office in that week.

Staff  can  occasionally  request  days  of  annual

leave  or  flexitime  recuperation  during  the  days
they are supposed to be present in a given week.

Nevertheless,  if  staff  request  this  in  a  recurrent

way,  they  must  agree  with  their  LM  to  work  on

other days/timeslots at the office.

Repeated  pattern  of  staff  requesting  leave  or

flexitime  recuperation  that  would  lead  to  their

regular  non  presence  in  the  office  will  not  be
(art. 9.7 of the rules)
accepted.
16) Up to 100% presence
The rules in a nutshell
EU-OSHA guidelines
Staff  shall  have  the  right  to  come  to  the  office  Whether  staff  deviate  on  an  ad-hoc  basis  from
every  day  without  prior  authorisation,  including  the  recorded  intention  (see  point  11)  or  on  a
when they are authorised to telework.
longer term basis implying reduced TW, staff are
always welcome at the premises without prior
(art. 9.3 of the rules)
authorisation.

Santiago de Compostela 12, 5th floor - 48003 Bilbao  Spain
Tel. +34 944 358 400  Fax +34 944 358 401
xxxxxxxxxxx@xxxx.xxxxxx.xx  http://osha.europa.eu
11

17) Compulsory times or days of presence
The rules in a nutshell
EU-OSHA guidelines
LM  can  decide  on  specific  time  slots  during  the  This shall be communicated to staff in advance,
working week when the whole Unit or a team is  except in case of emergency.
required to be present at the office.
It can be for team building or coaching exercise

for  instance  or  to  foster  informal  exchanges
(art. 9.12 of the rules)
between colleagues, or brainstorming.
LM can impose presence of one or more staff for  This  may  take  place  on  an  ad-hoc  basis  and
a specific period to ensure the proper functioning  linked  to  the  needs  of  the  service  (event  at  the
of the service
premises  or  else)  or  where  specific  tasks  can
only be performed at the premises (see point 9).
(art. 9.13 of the rules)
Place of telework
18) At the place of employment
The rules in a nutshell
EU-OSHA guidelines
Staff  shall  TW  from  a  place  (including  from  a  Broadly speaking, the means of transport is the
bordering country) which would allow a return to  car considering it allows staff not to be dependent
the office within a reasonable time without being  on schedule set by others.
dependent  on  the  hazard  of  transportation,  in  A reasonable time for the Agency is 2 hours and
case of unforeseen event.
at  not  greater  distance  from  the  place  of
TW  shall  be  performed  at  the  place  of  employment  specified  in  the  contract  of
employment  (as  specified  in  the  contract  of  employment  is  200  km  (“straight  line”).  The
employment) or at no greater distance therefrom  “distance  measurement”  within  Google  Maps  is
as is compatible with the proper performance of  calculating  the  “straight  line”  distance  between
the  duties,  in  accordance  with  Article  20  of  the  two points.
Staff Regulations.
The moment one would be called to come to the

office from the place of the TW, one would need
to reach it safely within 2 hours.

By default and as per the rules, staff shall declare

where they reside and any subsequent changes,

within  Sysper  and  they  shall  provide  supporting

document(s).

Where staff would TW from a place which is not

their permanent place of residence as registered

in  Sysper  they  should  communicate  their

temporary
place
of
TW
to
HR
(art. 10.1 of the rules)
(xxxxxxxxxxxxxx@xxxx.xxxxxx.xx).

Santiago de Compostela 12, 5th floor - 48003 Bilbao  Spain
Tel. +34 944 358 400  Fax +34 944 358 401
xxxxxxxxxxx@xxxx.xxxxxx.xx  http://osha.europa.eu
12

19) Outside the place of employment
The rules in a nutshell
EU-OSHA guidelines
Staff  may  TW  outside  the  place  of  employment  The Agency cannot derogate from this maximum
upon their request and subject to the agreement  number of days.
of the LM for up to 10 working days/year.
Such TW shall be requested in Sysper within the
Staff  authorised  to  TW  outside  the  place  of  TIM  module  as  any  other  leave  and  staff
employment  shall  communicate  their  temporary  temporary  address  shall  be  added  in  the
address to the administration before the start of  comment box of the Teleworking request.
such TW period.
(art. 11.1 and 11.5 of the rules)
If  required  to  work  during  annual  leave  without  Where  the  place  of  annual  leave  is  outside  the
the need to be present, LM may authorise to staff  place of employment and when required to work,
to TW from the place of annual leave.
those  TW  days  would  not  be  counted  within
the max. 10 days.
(art. 11.3 of the rules)
Staff  TW shall  ensure  that  they  have  a  suitable  Considering  the  max.  48  hours  to  respect  in
broadband  connection  and  a  home  office  case of need to return to the office or place of TW
environment  allowing  them  to  adequately  at the place of employment, staff shall ensure the
perform their duties. Where they cannot perform  place of TW is compatible with that condition. It
their  duties  adequately,  staff  shall  either  take  is the responsibility of the LM to ensure that the
annual leave where compatible with the interests  declared temporary address has been inserted in
of  the  service,  or  return  to  the  office  or  to  the  the teleworking request and that it allows a return
place of telework at the place of employment  at  in 48 hours.
their own expense within 48 hours.
Technical  issues  are  to  be  understood  as
The  time  during  which  staff  could  not  perform  personal  connectivity  related  ones  (i.e.  own
their  duties  due  to  technical  issues  shall  be  Internet or electricity for instance not functioning).
debited to the staff’s working hours.
(art. 11.4 of the rules)
20) Joint Committee
The rules in a nutshell
EU-OSHA guidelines
A Joint Committee on Hybrid Working is hereby  The  Joint  Committee  already  established  at the
established.
Agency  takes  on  board  the  role  of  issuing
potential  yearly  recommendations  to  the  ED,  in
The role, composition and working arrangements  case  of  inconsistencies  and/or  unequal
of the Joint Committee are laid down in Annex to  treatment.
the rules on working time and hybrid working.
It  shall  not  have  the  power  to  hear  individual
cases.
(art. 16 of the rules)

Santiago de Compostela 12, 5th floor - 48003 Bilbao  Spain
Tel. +34 944 358 400  Fax +34 944 358 401
xxxxxxxxxxx@xxxx.xxxxxx.xx  http://osha.europa.eu
13

Equivalence of roles between EC and EU-OSHA

Implementing Rules – EC context
EU-OSHA’s context
DGHR (with decisional power)
Executive Director
DGHR (with monitoring, advisory role)
HR Section
Directors-General and Heads of Service
Executive Director
Line Managers
Line Managers (i.e. Heads of Units and ED)
HR Business Correspondents
HR Section
Appointing Authority
Executive Director

Line Managers for Chapter III of the rules

Santiago de Compostela 12, 5th floor - 48003 Bilbao  Spain
Tel. +34 944 358 400  Fax +34 944 358 401
xxxxxxxxxxx@xxxx.xxxxxx.xx  http://osha.europa.eu
14
Electronically signed on 29/06/2022 10:05 (UTC+02)

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