A year-end corporate gift can easily become a nightmare

A gift or benefit received from a customer can even cause serious tensions. The Labor Code stipulates that an employee may accept any remuneration from a third party, even a small souvenir, only with the prior consent of the employer, if it is related to his activity in the employment relationship. However, it does not specify how the consent may be given to the employee, nor does the relevant law provide for the value of the gift. However, the parties may also specify the circumstances in the employment contract or collective agreement. In such cases, this is always the norm, and if someone breaks it, it can lead to breaking bread, ie losing the job. If this is not provided for in the documents, the rules of the Labor Code apply, ie remuneration from a third party cannot be accepted.