A computer can connect workers to businesses in multiple locations. But when the workplace is no longer fixed, who identifies risks, who handles incidents, and what basis is there for protecting rights? These questions highlight the need to build a job-specific safety chain, rather than just controlling safety within the office premises.
When work starts from a screen
It was nearly 9 a.m., and NT’s small office on the third floor still smelled of coffee. On his desk, his laptop had a video conference window open. Like NT, his colleagues attending the meeting were either in their offices, at home, or at a coffee shop. No one needed to know exactly where their colleagues were; what mattered was that the meeting started on time, the task board was updated, and the tasks were assigned to the right people.
NT’s case is no longer uncommon in today’s society. An office no longer necessarily has to be a physical address with a company sign, a building, and a time clock area. For some jobs, the workplace can be reduced to a desk, an internet connection, and a monitor.
The shift to remote work has been quiet. Initially, remote work was often associated with exceptional circumstances such as epidemics, heavy rain , traffic jams, business trips, or family care needs. Gradually, it has become a choice in how work is organized, especially for professions working with data, digital content, design, programming, marketing, consulting, and online services.
Remote work is not just a solution for an exceptional situation; it is being integrated into the direction of the digital labor market. However, the ability to connect with the workplace does not mean that all conditions for protecting workers are in place.
Does a meeting have a start time, but does a workday have a clearly defined end time? When equipment malfunctions, health issues arise, or an accident occurs, who will employees turn to?
Current legislation already provides for work-from-home arrangements. Article 167 of the 2019 Labor Code allows employees to agree with employers to work from home. Article 69 of the Law on Occupational Safety and Health also stipulates the responsibilities of the parties involved in this arrangement.
However, current practices face challenges in adopting flexible workspaces and new challenges.
During the discussion on the Law amending and supplementing several articles of the Law on Occupational Safety and Health, National Assembly delegate Pham Anh Tuan (Ninh Binh province) noted that the “working from home” approach does not encompass those working in cafes, shared spaces, or other locations with internet access. The delegate also proposed researching the principle of respecting the right to disconnect outside of working hours, specific safety standards, and methods for verifying accidents using electronic data.
Regarding social insurance and occupational accidents, Article 43 of the 2015 Law on Occupational Safety and Health stipulates: “Employees who suffer accidents during the course of their work under an employment contract are entitled to occupational accident benefits.” However, when employees work remotely, determining the “work process” becomes difficult, especially when the accident occurs at home.
In addition, the issue of protecting business information when employees work remotely is a gap that needs clearer legal regulations .
From a preventative perspective, Representative Tran Manh Huy (National Assembly delegation from Da Nang City) suggested that occupational safety data should help detect and warn of risks, identify those responsible for handling them, and verify the results of corrective actions. The representative summarized this requirement into three key links: “early detection, timely handling, and verification of corrective actions.”
From the perspective of ensuring occupational safety and hygiene, Representative Pham Anh Tuan argued that Clause 3, Article 69, which stipulates that “employers must inspect the assurance of occupational safety and hygiene at the workplace of employees,” is “impossible” for remote work. Businesses cannot go to remote workplaces to measure lighting, furniture, and safety.
Remote workplace safety cannot rely on a single regulation or a single inspection. It needs to be organized into interconnected links.
This process should begin before assigning the task. Businesses and workers need to clarify the task, approved location or scope of work, communication times, equipment requirements, and support contact points. It’s not necessary to turn every minor change into a separate set of documents; what’s important is that both parties have a basis for agreement and can cross-reference information.
The next step is identifying job-related risks. For jobs primarily performed on computers, guidance is needed on seating arrangements, lighting, equipment usage, breaks, and handling anomalies. Employees can conduct self-assessments based on these guidelines; the company receives the results and assists in addressing any issues within its responsibility.
During the work process, the security chain must have a feedback and adjustment mechanism. Feedback regarding equipment, workload, or health issues should be directed to the right person capable of handling it, along with notification of the results. If only a receiving channel is opened without a responsible person, the risk remains with the workers.
When an incident occurs, a link is needed for reporting, support, and verification: prioritizing assistance, receiving information, preserving relevant documents, and then cross-referencing tasks, timeframes, and circumstances. Electronic data should serve to clarify the situation, not become a reason for unlimited collection of personal information.
Finally, there’s the rectification and follow-up to work. A problem isn’t resolved if the cause remains; even someone who has recovered from treatment may still need adjustments to their duties or working conditions. The chain of protection is only complete when the rectification is verified, not just at the point of a report.
This approach is not about setting up a mini-office in every home. It aims to clarify responsibilities at each stage, so that as the work progresses, support and protection of rights follow.
Flexibility might start with not having to go to the office on a rainy morning. But to become a sustainable way of working, it needs more than just a stable connection. It needs links that protect people and prevent disruptions when workers step outside the office.
Original article
https://hanoimoi.vn/noi-nhung-mat-xich-bao-ve-nguoi-lao-dong-lam-viec-tu-xa-1765304.html
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