1. Effective Date

The Decree takes effect on 3 April 2026, with the remote work requirement to be implemented beginning Sunday 5 April 2026.

2. Key Requirement

The provisions of the Decree apply to all establishments and entities subject to the Labour Law. Employers, whether natural or legal persons, must comply with its provisions.

Employers in the sectors specified below, must implement a remote work system on Sundays of every week, beginning Sunday, 5 April 2026, provided that business operations are not disrupted.

3. Sectors Covered

The remote work requirement applies primarily to establishments operating in:

1. Communications & Information Technology, except for:
   • Contracting/outsourcing activities;
   • call centre services;
   • business management operations;
   • software and electronics design, production, and development; and
   • Technological activities requiring on-site presence for operation, maintenance, technical support, management and operation of technical infrastructure and data centres, or the provision of direct or indirect field technical support.
2. Financial & Accounting Services.
3. Marketing, Media, & Digital Services.
4. Real Estate Services.
5. Remote Training Services.
6. Non-Profit Organisations & Associations.
7. Professional and Business Unions & Associations.

The obligation further extends to administrative functions across all other sectors and activities, including HR, accounting, legal affairs, and office/administrative services, where remote work does not affect operational continuity.

4. Key Exemptions

Notwithstanding the above, employees working in the following establishments and sectors are exempt from the application of this Decree and may continue to operate as required:

• Service sector establishments.
• Healthcare sector establishments.
• Transportation sector establishments.
• Infrastructure sectors.
• Industrial and production sectors and supporting services.
• Educational sector entities (universities, pre-university institutions, and non-governmental schools).

5. Employee Rights

The Decree does not prejudice existing employee rights, wages, or benefits provided under applicable laws, regulations, collective agreements, or employment contracts.

6. Consequences of Non-Compliance

The Decree does not expressly prescribe penalties for non-compliance. However, employers remain subject to the general enforcement framework under the Labour Law.

Accordingly, failure to implement the remote work requirement may expose employers to:

• Labour inspections by the Ministry of Labour;
• administrative warnings to remedy non-compliance; and/or
• increased scrutiny from labour authorities.

In addition, the Decree establishes a technical committee chaired by the Minister of Labour tasked with monitoring implementation and submitting weekly reports to the Prime Minister, which may result in increased regulatory scrutiny.

While the Decree does not currently provide specific sanctions, employers are advised to comply with its requirements given the authorities’ supervisory powers and the possibility of further implementing measures or enforcement guidance.