All articles by Paula Staszak-Urbańska

The amendment to the Labour Code introduces a comprehensive obligation for employers with at least 10 employees to regulate how they prevent mobbing, discrimination and violations of personal rights. Employers will have 6 months from the entry into force of the act to adapt their internal documentation.

Pay transparency became one of the key topics for employers in 2026. The new rules are set to fundamentally transform recruitment practices, remuneration policies and the way organisations report gender pay gaps.

The government’s draft amendment to the Labour Code introduces, for the first time in twenty years, a new definition of workplace mobbing, higher financial penalties and additional obligations for employers. Find out what the planned changes involve and how to prepare your organisation in good time.

Pay transparency will be among the key topics for employers in 2026. The new rules are set to fundamentally transform recruitment practices, remuneration policies and the way organisations report gender pay gaps.

The Act of 11 March 2026 amending the Act on the National Labour Inspectorate and certain other acts, signed by the President, grants labour inspectors the power to determine the existence of an employment relationship by way of a unilateral administrative decision. The new provisions fundamentally reshape the legal landscape for employers relying on civil law contracts and B2B cooperation models.

On 5 May 2026, the meeting “Pay Transparency 2026: legal regulations and a practical case study for HR and business leaders” took place in Poznań. The event focused on preparing organisations for the implementation of new rules on pay transparency and equal pay.

Choosing the right legal form is one of the most important decisions when starting a business in Poland. This article compares the Sp. z o.o., sole proprietorship, and limited partnership, outlining their advantages, disadvantages, and key legal and tax implications. It serves as a practical guide for entrepreneurs seeking the optimal structure based on risk exposure, capital requirements, and growth plans.

The transposition of Directive (EU) 2023/970 fundamentally reshapes employer–employee relations by introducing a mandatory involvement of the social partners in the formulation of remuneration policy. The article examines the key consultation obligations arising under the Polish draft act, focusing on the role of trade unions and employee representatives.

The Polish government has published a draft act implementing EU Directive 2023/970, aimed at effectively strengthening the principle of equal pay through pay transparency, objective job evaluation, and pay gap reporting in companies with 100+ employees. Discover the key obligations and practical steps you can take now to prepare your organization safely ahead of the 7 June 2026 deadline.

We have just concluded the fifth edition of the “Time for Equal Pay!” conference—an event that has become a fixture on the calendar of debates on employment law, HR, and pay equity in Poland.