Romanowska - Labour and employment law

For a recruiting employer, a candidate’s professional competence is crucial. Equally important, however, is sometimes the timing of starting work.

The start date is affected not only by the notice period for the candidate's current employment. In the case of candidates who are citizens of third countries (i.e., outside the European Economic Area or Switzerland), the need to legalize their stay and work in Poland matters.

The upcoming amendment to the Labour Code on remote work is expected to comprehensively regulate a number of issues and relationships between employer and employee, significantly changing the existing legal landscape for performing work from home. The amendment also touches on issues of processing of personal data.

A bill entitled the Act on Specific Solutions Facilitating Business Operations During the COVID-19 Epidemic has been filed with the Sejm. It would allow employers in Poland to demand information from employees about COVID-19 test results, having undergone a COVID-19 infection, or vaccination against COVID-19.

According to the proposal, an employer would be entitled to demand information from an employee or a person in a civil-law relationship (e.g. a contractor) to the effect that the person has obtained a negative COVID-19 test within 48 hours before submission of the information.

Work is underway on a bill implementing the EU’s Whistleblower Directive (2019/1937). It is not yet clear whether the directive will be implemented into Polish law on time (by 17 December 2021), but many companies are already drafting the necessary documents and organisational procedures.

Since 16 July 2020, companies transferring personal data from the EU to the US, including employees' personal data, have had a difficult nut to crack. The Court of Justice of the European Union invalidated the decision in the Privacy Shield case, depriving companies of the possibility of basing data transfers to the US on this basis. However, the Court's judgment (so-called Schrems II) may have serious consequences for companies transferring data to other countries outside the European Economic Area as well.

GDPR rules require certain entities to appoint a Data Protection Officer. Where an organisation considers that such an obligation does not apply to it, it should properly document this.