New regulations impacting labor practices in Poland take effect soon, creating significant compliance requirements for employers. As of August 2026, the updated Labour Code and Code of Civil Procedure introduce strict rules for addressing workplace mobbing and unequal treatment. Companies with at least ten employees must now implement formal procedures to detect and prevent harassment, which requires consultation with trade unions or elected employee representatives.
The updated legal framework broadens the definition of mobbing to include any persistent harassment, whether physical, verbal, or non-verbal, even if the intent was not malicious. This shift places a heavier burden on the employer to maintain a workplace free from intimidation or isolation. If violations occur, victims can pursue compensation for non-pecuniary damage, with minimum amounts tied to national wage standards, alongside potential claims for pecuniary damage.
A significant change for businesses is the reversal of the burden of proof in these disputes. When an employee alleges unequal treatment, they only need to show the incident is plausible. The employer is then required to prove that no violation took place. This adjustment makes proper documentation and consistent adherence to internal policies critical for every business.
Employers have until May 5, 2027, to update their internal work regulations or establish new documentation to meet these requirements. Given the legal risks and the potential for increased litigation, organizations should review their current policies immediately to align with these mandates. Proactive training and clear reporting channels are no longer just best practices but requirements for operational compliance in the Polish labor market.