Current news regarding Labor Law.
ATTENTION! automatic translation from Polish
- Planned changes in labour law from 2026 – key challenges for employers
Note: translated from Polish
The year 2026 will bring one of the most far-reaching reforms of labor law in recent years. The proposed amendment to the Labour Code and related acts will significantly change both the scope of employee rights and the obligations of employers. The scale and complexity of the planned regulations require preparatory action to be taken today, in particular in the area of HR, payroll and compliance.
One of the fundamental assumptions of the reform is to change the rules for determining the length of service. Other forms of professional activity will also be included in the length of service, including the provision of work on the basis of civil law contracts, running a business, work performed abroad, as well as breaks related to personal childcare. The draft also provides for the application of the new rules to periods prior to the entry into force of the Act, which in practice may lead to an automatic increase in the amount of annual leave, extension of notice periods and an increase in severance pay. For employers, this means the need to re-analyze employee documentation and adjust HR and payroll systems.
At the same time, the legislator plans to significantly strengthen the competences of the National Labour Inspectorate. Inspectors are to be given the right to administratively determine the existence of an employment relationship instead of civil law contracts. In the case of B2B, it is not certain at this time whether the right will also be taken into account when verifying the correctness of these agreements. These decisions will be immediately enforceable, which may result in the immediate incurrence of employee and insurance obligations. In addition, inspections are also to be carried out remotely, using electronic means of communication, and the scope of sanctions for violations of labour law will be significantly tightened.
It is worth noting that from 1 January 2026, the minimum wage for work will also increase, which will automatically affect the amount of many benefits and receivables related to this indicator. At the same time, a multi-year process of changes in the scope of components included in the minimum wage is planned, which will require the reconstruction of remuneration systems and long-term planning of employment costs.
Regulations on openness and neutrality of remuneration will also be of significant importance. Employers will be obliged to provide candidates with information about the proposed salary based on objective criteria and to use gender-neutral job titles. At the same time, a ban on obtaining information about candidates’ previous earnings will be introduced in recruitment processes.
The amendment will also cover the area of counteracting mobbing and discrimination. The draft regulations clarify the definitions of these phenomena, introduce the obligation to have formalized internal procedures and define minimum standards for preventive actions. In certain cases, the employer’s liability will depend on demonstrating the effectiveness of the preventive measures taken.
The planned reform requires employers to take a holistic approach and prepare them early in time. This includes not only the need to adapt documentation and regulations, but also a review of employment models, remuneration policies and internal procedures. Proper preparation can reduce the legal and financial risks associated with the entry into force of the new regulations.
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news archive – employment contracts:
news archive – mobbing and discrimination: