Poland proposes major employment law reforms

Proposed amendments bring changes to employment relationships, sick leave, workplace communications and anti-mobbing compliance

Key developments for employers and HR teams

In August 2025, the Polish government introduced a package of draft legislative acts that, if adopted, will significantly impact employment relationships and HR compliance. The proposals include amendments to the Act on the National Labour Inspectorate, the Act on the Social Insurance System, the Act on Trade Unions and the Act on the Provision of Information to Employees and Conduct of Consultations with Employees, as well as the Labour Code.

1. Labour inspectorate powers to be extended

The draft amendment to the Act on the National Labour Inspectorate would authorise inspectors to issue administrative decisions confirming the existence of an employment relationship, even where a civil law contract is in place but the work is performed under employment-like conditions. These decisions would be immediately enforceable, requiring employers to treat the individual as an employee before any appeal is heard. The Council of Ministers is expected to consider the draft in the fourth quarter of 2025.

2. Changes to sick leave payments

Under the proposed amendment to the Act on the Social Insurance System, the Social Insurance Institution (ZUS) would pay sick leave benefits from the first day of absence. Currently, employers cover the first 33 days (or 14 days for employees over 50). This change aims to reduce the financial and administrative burden on employers.

3. Modernised communication with trade unions and works councils

The draft amendment would allow communication between trade unions, works councils and employers to be conducted in writing, electronically or in documentary form. This flexibility would apply to information sharing related to business transfers, trade union activities, management staff numbers and updates on business activities and employment changes. The draft is under governmental review, with adoption expected in late 2025.

4. Redefinition of mobbing in the Labour Code

The proposed amendment would redefine mobbing, removing the requirement for “long-term” conduct and focusing on “persistent” harassment – defined as repetitive, recurring or continuous behaviour. A single incident would not qualify. The draft also introduces a minimum compensation threshold (twelve times the statutory minimum wage) for victims and a conditional exemption from employer liability if effective preventive measures are in place and the perpetrator is not a manager.

Next steps

The legislative package is under review, with adoption by the Council of Ministers expected in the fourth quarter of 2025. Employers should monitor developments and prepare for changes to employment contracts, sick leave administration, workplace communications and anti-mobbing policies.