Los teleworking expenses are an issue that has been much talked about over the last few years among all those who are carrying out their work functions remotely in Spain, as well as for the companies themselves. Today, there are many companies that continue to bet on this type of work, although in most cases they opt for a hybrid modelwhich involves employees working part of the week from home and part of the week from the office.
In this sense, taking into account Article 12 of the Teleworking Lawregarding the right to payment and compensation of expenses of Law 10/2021 of July 9, which emphasizes that The company must cover or compensate the expenses involved in teleworkingso that this modality cannot mean that the worker himself has to face the expenses related to the equipment, tools and means related to the development of his work activity. The collective agreement may establish the mechanisms for the compensation of said expenses.
Thus, through this article it is deduced that The company must be the one to assume all expenses derived from teleworking, expressly indicating that all expenses related to the computer equipment that the worker is going to use, as well as all the means and other tools that he or she may need to perform his or her job, will be considered expenses.
How are teleworking expenses offset?
Starting from the assumption that the company must assume the costs of teleworking, it is necessary to know the way in which they should be compensated, especially taking into account those expenses that derive from supplies related to work and their differentiation with the employee’s own disbursements on a personal level. Currently, theCompanies usually compensate their employees with an amount between 25 and 35 euros per month for teleworking expenses..
However, it is important to be aware that there are still very few agreements that regulate this matter, so the best thing to do is to try to reach an agreement with the company. In this way, The company should take charge of a percentage of the cost of the user’s internet connectionsince this will also be used for personal purposes, as well as the necessary computer equipmentwhich in this case will have to be paid for by the company. The company must provide them to its employees who work with this modality.
On the other hand, there are some other peculiarities related to teleworking expenses that must be taken into account, such as the fact that Ergonomic material cannot be included in the costs to be assumed by the companyTherefore, if a worker requests an ergonomic chair, as it is a measure to prevent occupational risks, he or she will have to prove that there is a risk to his or her health.
Talking about transportation and foodteleworkers are not entitled to a transport supplement, since those who provide their services remotely cannot claim remuneration concepts that are linked to in-person work, and they cannot ask for compensation for food, which is intended for those who work in person.
Finally, it should be noted that companies They cannot deduct salaries from teleworkers if they are unable to do their work due to power outages or internet connection problems..
Source: www.lainformacion.com
