Civil servants have had a new work schedule since November

The changes apply to both the hiring and termination of employees. The hiring process is to be expedited, and for some positions, a multi-member hiring committee will no longer be required. Employment may now be terminated in the ways customary under labor law—for example, by notice, by mutual agreement, or by termination during the probationary period. However, termination due to unsatisfactory work performance is only possible after two unsatisfactory performance evaluations. At the same time, civil servants are subject to the protective periods stipulated in the Labor Code, such as during pregnancy or incapacity for work.

The so-called “pool”—into which employees for whom there was no position following an organizational change were previously placed—is also being phased out. Going forward, severance pay will apply upon termination of employment for organizational reasons, the amount of which depends, among other factors, on the length of service. The rules for senior officials have also changed, and the civil service commission will no longer have as strong a role as before in certain personnel decisions. It was precisely the weakening of protections for senior officials against political interference that was among the main objections raised by the Senate, the president, and the labor unions when the law was passed.

Another new feature is the mandatory electronic delivery of certain employment-related documents, such as to a data box or work email address. The Ombudsman’s Office therefore recommends that civil servants pay close attention to the new rules and deadlines, especially if they disagree with an agency’s actions or are in dispute with it.