E-Magazine_CONVINUS Global Mobility SUMMIT 2022

ARBEITSRECHT UND

ARBEITSRECHT UND HOMEOFFICE FÜR GRENZÜBERSCHREITENDE ARBEITNEHMER AUS SCHWEIZER SICHT Spahni Stein Rechtsanwälte Zusammenfassend gilt also folgendes: Ungeachtet der anwendbaren Rechtsordnung gilt es immer auch noch die zwingenden Bestimmungen am tatsächlichen Arbeitsort zu beachten, also am Betriebsort in der Schweiz und am Wohnsitz des Arbeitnehmers bei der Verrichtung von Homeofficearbeit. Ist ein ausländisches Gericht für die Beurteilung des Falles zuständig, entscheidet sich sowohl die Frage des anwendbaren Rechts als auch der Beachtung von zwingenden Bestimmungen nach dem Kollisionsrecht des Staates, in dem sich das ausländische Gericht befindet. Ergänzende Literatur des Autors zum Thema internationales Arbeitsrecht: / Supplementary literature of the author on the subject of international labour law: Roger Hischier, Internationaler Mitarbeitereinsatz – Praxishandbuch zum internationalen Arbeitsrecht, 2. Auflage, Zürich/St. Gallen 2018 Roger Hischier, Internationale Personalarbeit, in: Handbuch Arbeitsrecht im Betrieb, Stäfa 2009, Teil V Roger Hischier, Die Arbeitgeberstellung bei internationalen Mitarbeitereinsätzen im Konzern, ArbR 2016/2017, S. 49-83 Roger Hischier, Arbeitnehmerschutz und zwingende Bestimmungen im internationalen Arbeitsrecht, in: Arbeit und Arbeitsrecht, Festschrift für Thomas Geiser zum 65. Geburtstag, Zürich/St. Gallen 2017, S. 141–157 Roger Hischier Wolfgang Portmann/Adrian Willyanto, Internationales Privat- und Zivilprozessrecht, in: Fachhandbuch Arbeitsrecht, Zürich/Basel/Genf 2018, S. 887–930 Roger Hischier, Fristlose Kündigung von Kaderangestellten internationaler Konzerne, in: Festschrift für Wolfgang Portmann, Zürich 2020, S. 293–308 Grenzüberschreitende Sachverhalte bei Homeoffice, in: Handbuch Homeoffice, Zürich/St. Gallen 2021, S. 177–209 48 convinus.com

EMPLOYMENT LAW AND HOME OFFICE FOR CROSS-BORDER EMPLOYEES FROM A SWISS PERSPECTIVE Spahni Stein Rechtsanwälte Author: Dr. iur. Roger Hischier In the case of employment relationships with cross-border facts, namely in the case of employment of cross-border workers with home office work, at least two legal systems await their application. The following areas of law are affected: Residence and work permit law Social security law Tax law Labour law In the following, only the area of labour law will be examined. The fundamental aim of labour law worldwide is to protect the employee as the weaker party. On a national level, this is implemented by means of mandatory provisions for the protection of employees. At the international level, this is attempted to be achieved by excluding or limiting elective jurisdictions and elective legal systems. In the area of international jurisdiction, Switzerland is a party to the Lugano Convention, to which, in addition to the EU states, Denmark, Iceland and Norway also belong. Liechtenstein and the United Kingdom are not among them. The Lugano Convention applies if at least the defendant is domiciled or has its registered office in a contracting state. In employment law cases, it is also sufficient if the employer's place of business is in a contracting state. In principle, the Lugano Convention excludes an agreement on the state of the court if it was made before the dispute arose (Art. 21 Lugano Convention). Then, the employee can file his lawsuit at the employer's domicile or at his usual place of work. On the other hand, the employer can only sue his employee at his place of residence, which means that the employer must generally assert labour law claims against cross-border commuters at their foreign place of residence. On the other hand, the employee living abroad must sue his employer in Switzerland; unless he has his usual place of work in another country, namely in his country of residence. The latter will usually be the case if he works more than 50% in a home office. Then he can bring the action against his employer in the state of residence. If the lawsuit is pending before a Swiss court, the latter determines which law is applicable to the employment relationship under consideration in accordance with Art. 121 IPRG. If a foreign court has jurisdiction, it must determine the law applicable to the case according to its own legal system. Pursuant to Art. 121, para. 3 IPRG, the Swiss court shall base its decision on the legal system chosen by the parties, provided that it is one of the following legal systems: The law of the state in which the employee has his habitual residence, in which the employer has his establishment, his domicile or his habitual residence. 49 convinus.com