articles

20 January 2025

Chatbots and voicebots are being increasingly used for interactions between employers and employees. They help employers meet their obligations to employees, such as serving as a tool to provide information about procedures at the employer or how to carry out certain tasks. They also help in managing employment, as a communications tool for basic HR issues.

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13 January 2025

Employers, especially those that are part of foreign groups, sometimes wish to carry out background checks, to analyse information concerning the circumstances or status of job candidates or employees beyond the extent of their legal right to do so.

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7 January 2025

The aim of Directive 2023/970 (i.e. Directive (EU) 2023/970 of the European Parliament and of the Council of 10 May 2023 on enhancing the application of the principle of equal pay for men and women for equal work or work of equal value through pay transparency and enforcement mechanisms) is to reduce and, in the long term, eliminate the gender pay gap in the EU, which was still 12.7% in 2022.

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5 November 2024

The under-representation of women in the highest decision-making bodies of companies in the EU was the trigger for the Women on Boards Directive (Directive (EU) 2022/2381 of the European Parliament and of the Council of 23 November 2022 on improving gender balance among directors of listed companies and related measures).

The Directive intends to ensure that women and men enjoy equal opportunities as well as a more balanced representation in top management. In view of their economic and social responsibilities and their significant impact on the market, the largest listed companies are now required to introduce measures that ensure a balance between genders.

A bill is currently being drafted in Poland to implement the Women on Boards Directive, which will affect recruitment and hiring policies and HR processes.

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24 October 2024

On October 15, main ideas appeared on the list of legislative and programmatic work of the Council of Ministers in a document entitled “Take back control. Ensure Security. Poland's Comprehensive and Responsible Migration Strategy for 2025-2030.” Just two days later. on October 17, the full text of the strategy was published. The strategy is intended to set directions for changes in immigration law in terms of, among other things:  

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21 October 2024

The law protects employees who are absent due to illness from dismissal, if they return to work before the end of the period set down in law. Only a sufficiently long and, in principle, uninterrupted absence due to sickness allows the employer to terminate the contract immediately with an employee who is unfit to work. As a result, situations arise, in practice, in which employees take sick leave “on and off”, interrupting long periods of absence by returning for a few days to work. On the one hand, this is supposed to guarantee further protection against dismissal while, on the other, to ensure that the benefit for being unable to work is received for as long as possible. Nevertheless, it turns out that this strategy will not always prevent the employer from letting the employee go.

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