@article{018e9e4f-17f0-71b5-8f4c-3f9dc8657a71,
author = {Justyna Czerniak-Swędzioł},
title = {Vis maior jako powód zwolnienia od pracy},
journal = {Studia z Zakresu Prawa Pracy i Polityki Społecznej (Studies on Labour Law and Social Policy)},
volume = {Volume 30 (2023)},
number = {Tom 30 Zeszyt 4},
year = {2023},
issn = {1429-9585},
pages = {351-362},keywords = {siła wyższa; zwolnienie od pracy; usprawiedliwienie nieobecności; pilne sprawy rodzinne; force majeure; leave of absence; excused absence; urgent family matters},
abstract = {Vis maior as a reason for dismissal from work 

	One of the completely new rights given to employees as a result of the April 2023 amendments to the Labour Code is exemption from work due to force majeure in urgent family matters caused by illness or accident, if the employee’s immediate presence is necessary (Art. 1481 § 1 of the Labour Code). When interpreting the law, there is the concept of rationality of the legislator, which should be applied here. Which means that the employee does not so much have to request the employer to take time off from work due to force majeure above, but remains obliged to report absence from work in advance or report the need to leave the workplace for an urgent family matter caused by illness or accident. Applying in this case the interpretation developed on the basis of the provisions on leave on demand to Art. 1481 of the Labour Code does not remain justified. 

	ASJC: 3308, JEL: K31},
doi = {10.4467/25444654SPP.23.028.18500},
url = {https://ejournals.eu/czasopismo/szppips/artykul/vis-maior-jako-powod-zwolnienia-od-pracy}
}