Labour Code amendment on mobbing, discrimination, equal treatment and protection of personal rights enters into force on 5 November 2026. At the same time, the act provides for a six-month adaptation period for employers. Such a prolonged span of time can cause a false sense of non-urgency, as if organisations might continue business as usual until May 2027, when the adjustment period will be up. Proper planning and deployment of actions to prepare an organisation for new rules is worth explaining, especially as regards both deadlines from the act.

Employees’ mistakes can lead to sizeable financial losses: from equipment damage to the entrusted property coming up short to the actions detrimental to the company’s customers or contractors.

For quite a few months and with many controversies flaring, we’ve been witnessing the legislative process for the reform of State Labour Inspection (PIP) powers. Ultimately, the Polish legislator had adopted new regulations and the president signed the bill.

For quite a few months and with many controversies flaring, we’ve been witnessing the legislative process for the reform of State Labour Inspection (PIP) powers. Ultimately, the Polish legislator had adopted new regulations and the president signed the bill.

Currently, the Polish parliament is busy with legislative work on the government’s draft bill to update regulations on the principle of equal treatment in employment and on counteracting behaviour similar to mobbing.

Polish labour inspection redesign, in the pipeline since the autumn of 2025, has been an extremely thorny issue from its very beginning. In the first days of 2026, the proceedings on were abruptly stopped.

Since early autumn, the government in Poland has been working on a draft of a statute submitted by the Ministry of Family, Labour and Social Policy, which can downright disturb the status quo of standard employment agreements co-existing with flexible working contracts, common across the Polish job market. As the current (third) version of the draft proposes, the main mechanism to stir the pot will be the new powers of district labour inspectors.

Workplace restructuring that involves downsizing enmeshes with a number of employer duties in a thicket of legal acts. Among the regulations, it is the framework for group layoffs and our subject, monitored redundancies, that performs a crucial role.

The EU’s Pay Transparency Directive (2023/970) was designed to tackle gender pay gaps through mandatory disclosure requirements and stronger enforcement mechanisms. With President Duda signing Poland’s implementation into law on 18 June 2025, Polish employers now face new obligations—but they’re more limited than many expected.

Polish employers have three powerful legal tools to reshape their workforce without resorting to layoffs – discover how contract modifications can cut costs while keeping your best people.