Przemysław Zając
Przemysław Zając, attorney-at-law, practises employment law, mainly involving ongoing advice. He drafts employment contracts, civil-law agreements, and internal workplace policies. He takes part in due diligence and compliance reviews. He represents employers and employees in judicial disputes.
We have published several articles on our website regarding the proposed changes to the legislation on workplace bullying (mobbing). The most recent, in February 2026, discussed the government’s draft bill, which was submitted to the Sejm (Polish Parliament’s lower house). On 19 June 2026, the Sejm passed the Bill amending the Labour Code and the Civil Procedure Code.
We described the basic intentions of the Bill, such as the definition of workplace bullying, minimum compensation, employer’s liability and the obligation to issue internal regulations, in detail in discussions about its earlier versions. Here, we focus exclusively on the parts that were amended during the passage through parliament.
Our website has already had three articles on proposed changes to the legislation on mobbing (bullying) in the workplace (last one at the end of December 2025). Today, we review the final version of the draft bill, which the Ministry of Family, Labour and Social Policy has submitted to the Sejm. It is this version that will see further legislative work.
On 27 November 2025, the Standing Committee of the Council of Ministers adopted a draft bill amending the provisions of the Labour Code on mobbing. This is in response to comments submitted to earlier bills, which we have covered in articles on the first bill and amendments to it. Although the latest version is only a slight modification of the earlier, if enacted, it will place further obligations on employers.
The COVID-19 pandemic significantly affected work organisation, particularly in the services sector, but also in white-collar and administrative/office work. To reduce the risk of infection, where possible, many employees switched to remote working, and business meetings became virtual. This model quickly gained popularity and was gradually implemented more widely, even after the peak of the pandemic had passed.
After numerous comments were made during the opinion process on a draft act about which we wrote in the article Draft new definition of mobbing = new obligations for employers, the Ministry of Family, Labour and Social Policy on 5 June 2025 published a new version of the draft on the Governmental Legislation Centre website.
Compared to the previous version, the bill contains several changes to regulations aimed at systematising the definition of mobbing, as well as introducing legal solutions that are new to Polish labour law, such as the employer's right to claims against the perpetrator of mobbing.
Rights of trade unions
Under the Act on Trade Unions, the rights of a trade union depend on the level of its membership.
The required levels of membership are:
- at least 10 members for a workplace trade union,
- a total of at least 10 members across all the employers spanned by an inter-workplace trade union (it is sufficient for a given employer to have one employee as a member of an inter-workplace trade union for that union to enjoy trade union rights).