Employee portal

The courts have recognized that the power of business direction allows adapting communication channels with workers through technological tools that facilitate fast and effective two-way communication. Therefore, a company can implement an employee portal or a software application to manage communications with its workforce.

However, although the use of a digital application for Human Resources management is validated, the company must ensure the agility of procedures. Therefore, it should always have an alternative communication method in case problems or difficulties arise with that system (for example, if the document upload manager of the application stops working). Thus, the company's decision to impose the employee portal as the only means of communication may be considered invalid if it effectively hinders the exercise of workers' rights.

Therefore, if you establish an employee portal in your company and want to avoid deficiencies, it is advisable to:

• Train your workforce and provide them with a user manual and a query system.
• Ensure that the portal allows employees to attach documentation without relying on the intervention of a hierarchical superior.
• Enable computer equipment in the workplace for those employees who do not have adequate means to use the application.
• Process requests promptly and avoid excessive delays in responses (the purpose of these platforms is, precisely, the streamlining of processes).

In addition, it must be ensured that the application or portal adequately protects the personal data of workers, just as it does with physical documentation or email communications.