Employers should be careful not to try to impose excessive contractual obligations on their workers regarding denby/call-out, other than any problems related to the arrangement of working time. Unacceptable requests to workers outside their normal working hours could lead to calls for constructive dismissal. During their time on call, workers are usually available to the employer, but do not actually work. With regard to working time, on-call time is counted as working time only if the worker actually starts working. There are a number of jobs, for example. B work in a foster home, when workers or employees who are on demand must sleep in the employer`s premises. The time when workers must sleep on the employer`s premises is not counted as working time, unless the worker is actually required to perform certain tasks. This month, Simply-Docs added a basic employment contract that contains clauses that apply to workers who must work on a stand-by/call-out basis. Such regulation may be necessary because of the nature of the work or to ensure some flexibility. Employers should be aware that when a worker is often called, there is a violation of the provisions of the 1998 Working Time Code, unless the worker has signed an agreement that has accepted the right to limit his working time to an average of 48 hours per week. The «Simply Docs» directive on working time, abandonment and guidelines for working time — working time arrangements in 1998 — have also been updated, and the latter now refers to custody and custody agreements. The content of this newsletter is exclusively for reference and does not constitute legal advice. With regard to specific legal issues, independent legal advice is needed.