Recent developments in Poland
Local and international employment law is always changing. Thankfully, we keep a close eye on the latest developments, so you don’t have to. Read on to find out what’s been happening in Poland.
Whistleblower Protection Act (2024)
Poland implemented the EU Whistleblower Directive in June 2024, with the aim of protecting employees who report misconduct within their organisations.The new law mandates companies with 50 or more employees to establish internal reporting policies by 25 September 2024. Public bodies must comply by 25 December 2024.
Minimum Wage Increase (2024)
Poland raised the minimum wage twice in 2024. As of January 1, 2024, the minimum gross salary increased to PLN 4,242, and the minimum hourly rate rose to PLN 27.70. Another hike took effect on July 1, 2024, with the minimum gross salary reaching PLN 4,300 and the hourly rate increasing to PLN 28.10
More clarity for remote workers (2023)
In 2023, Poland replaced the outdated section of its Labour Code on telework and replaced it with a new remote work law. This law establishes the obligations of remote workers and their employers and provides clarification on how much control employees can have over the conditions in which remote work is performed. It also introduces an obligation for employers to provide equipment and training for work equipment, and to cover the costs of setting up a workplace.
Improved work-life balance for parents and carers (2023)
In April 2023, the Polish Labour Code was updated to implement the EU Work-Life Balance Directive. This directive introduces new rights for employed parents, including the right to receive at least 70% pay for the entire parental leave period. The new law also grants employees up to five days of unpaid carer’s leave per year, which they can use to provide care to a child or dependent.
The right to predictable working conditions (2023)
At the same time as the above, the Polish government implemented another EU directive on predictable working conditions. This gives employees who have worked for their employer for at least six months the right to request a change in the type of employment contract (i.e. from a fixed-term to a permanent contract), or to request more predictable and secure working conditions.
