Özet:

The information society or the post-industrial society has become essential elements of quality, knowledge and education. Mechanical technologies in the industrial society have evolved into computer-based production in the information society. This resulted in rapid changes in employment and employment relationships. Atypical work relationships and flexible work models arise as a result of these changes. In fact, with a history that we can go to the early 1970s, "distance (tele) work" has become a more applied form of employment along with the Covid-19 epidemic. The International Labour Organization (ILO) defines remote work as the use of information and communication technologies (BITs) in work outside the employer’s space, such as tablets, laptops, desktop computers and smartphones. When we look at the definition of remote work, we are faced with three basic elements: “facet”, “technology” and “organization”. In the essence of the legal regulations aimed at remote work, the effort is to put the scope of this atypical form of employment on a healthier basis. Therefore, the possibility of remote work to be organized individually or collectively makes it compulsory to be examined in the direction of business law. In particular, in the point of identification, monitoring and limitation of working time, individual labour law; in terms of trade union activity, the benefit of the collective labour contract and the labour struggle, it is also necessary to be assessed in terms of collective labour law. On the other hand, it should also be discussed how the sharing of responsibility in terms of health and safety at work will be. In this study, the legal and economic dimensions of remote work are analyzed in detail while discussing the benefits and disadvantages of employees, employers and the public.