Labour law and HR 6 months to implement new obligations. Which employers will need a new internal policy?

Amendment of anti-mobbing regulations – what changes?

The Act of 19 June 2026 introduces a new definition of mobbing as conduct involving persistent harassment of an employee. Persistence means that the behaviour is repeated, recurring or continuous; a single incident will not qualify as mobbing, even if it violates the employee’s personal rights.

The new regulations require employers to systematically prevent mobbing through prevention, detection of breaches, appropriate response, remedial actions and support for persons affected by mobbing. A similar approach is adopted in relation to breaches of the principle of equal treatment in employment.

Who will have to introduce a new policy?

The obligation applies to employers with at least 10 employees. They will be required to define rules, procedures and the frequency of activities aimed at preventing:

• violations of the dignity and other personal rights of employees,
• breaches of the principle of equal treatment and discrimination,
• mobbing.

Although the new rules may be incorporated into the work regulations, in practice many employers will choose to adopt a separate internal policy that structures and consolidates these issues.

For employers who implemented anti-mobbing policies or procedures before the amendment, the existing documents will in most cases prove insufficient. The new provisions extend the scope of the employer’s obligations, introducing, among other things, the requirement to define preventive measures and how often they are carried out.

How to adopt the new policy?

The content of the policy must be agreed with the company trade union organisation, and where more than one organisation operates – in principle with all of them. If no agreement is reached within 30 days, the employer may determine the final wording of the policy, taking into account the arrangements made during the consultations.

Where no trade union operates at the employer, the policy is agreed with employee representatives elected in accordance with the rules adopted in the company. It is therefore advisable to start the implementation process sufficiently in advance.

Deadline for updating documentation

Employers will have 6 months from the date the act enters into force to update their work regulations or adopt a separate policy. The act itself will enter into force 3 months after its publication, i.e. on 5 November 2026.

The review of internal documentation should not be limited to editorial changes. Employers should verify reporting channels for breaches, rules for conducting investigations, training schemes, documentation of actions taken and the protection of employees against retaliation.

Why start preparations now?

The amendment significantly increases employers’ financial exposure. An employee who has suffered mobbing will be able to claim compensation of at least six times the minimum wage for work or damages. The key issue will therefore not be the mere existence of a procedure, but the ability to demonstrate that it was actually applied in practice, regularly updated and effective.

It is worth emphasising that employers’ obligations will not be limited to introducing a policy. Regardless of the size of the workforce, employers will be required to take preventive measures against mobbing. In practice, training – especially for management staff, who play a crucial role in creating a safe working environment – will be a central element of complying with this obligation.

How can we support you?

Companies will have only 6 months to implement the policy and carry out other preventive measures, so they should already begin preparations. Early adaptation of documentation and day-to-day practice will facilitate timely compliance with the new obligations and help reduce the risk of employment disputes and financial liability.

As a law firm, we support employers in preparing their organisations for the new labour law obligations, in particular by:

• preparing a set of documents that will allow for swift alignment of internal documentation with the new requirements;
• organising training sessions for management and HR teams.

Comprehensive preparation for the new regulations may be crucial both for ensuring legal compliance and for mitigating litigation and financial risk for your organisation.

We look forward to hearing from you – competitive advantage belongs to those who prepare early.