Revolution in seasonal labor law: New opportunities for non-EU workers!
Revolution in seasonal labor law: New opportunities for non-EU workers!
as part of the parliamentary consultations on the G.D. 145/2024 was created an important legal option that affects the employment of seasonal employees: inside from non-EU countries. As swz.it , the change of Article 24, paragraph 10, GVD 286/1998 refers to the time limit and the employment of these labor in tourism and agriculture. What is new is that seasonal employees are now given the opportunity to work in other economic sectors.
These changes offer a legal framework that enables workers to use more flexible and thus better meet the needs of the industry. This is particularly relevant in times when the demand for workers can fluctuate annually in the season -dependent industries.
regulations for seasonal workers from third countries
seasonal workers from third countries must observe specific EU regulations for their entry and stay. According to Europa.eu, ensure these regulations: Inside fair working conditions and adequate accommodation receive. In addition, they have to be treated equally as nationals of the EU, which is an important measure to prevent abuse and exploitation.
The regulations also include measures such as regular monitoring and inspections as well as complaints. Authorities can impose sanctions if violations of the rules are determined. Seasonal workers: Inside, up to nine months are allowed to stay in the EU, but have to submit an application for a work permit or seasonal work permit beforehand.
Important prerequisites for employment
The prerequisites for the granting of a seasonal work permit are clearly defined: This includes a valid passport, evidence of health insurance and an employment contract that contains specific information about location, type of work, duration, salary, working hours and vacation. The authorities have 90 days to decide on such applications.
An important point is that seasonal workers: comparable working conditions such as domestic workers have to receive. Minimum wages, working hours and health standards must be observed. For example, the Moldovian seasonal worker Lina in Germany receives the same wages as a German employee, while Eloi in France has the same accident insurance benefits as French citizens.
accommodation standards and compliance with the regulations
Another important aspect are the specifications for the accommodation of seasonal workers: inside. These must have adequate accommodation, which can either be organized or provided by the employer. It is necessary to submit a rental agreement or a similar document. The rent must not be excessive, and the accommodation must be safe, clean and the health standards.
Examples of adequate accommodation are a wine-growing company in Spain that offers dormitories with common rooms, or a hotel in Italy that rents apartments with a sensible price and equipment level. National authorities are responsible for monitoring compliance with these regulations. Inspectors have access to jobs and accommodations to ensure compliance.
If the regulations are not complied with, this can lead to withdrawal of seasonal work permits and financial sanctions. Seasonal workers: Interior also has the opportunity to extend their permission as long as the maximum duration is not exceeded and the legal provisions are observed.
Overall, the new regulations are the employment of seasonal workers: inside from non-EU countries more transparent and more fairly and contribute to improving labor policy within the EU.
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