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Category: employment contract

Posted on Categories employment contract

Leave from work due to force majeure

Since 26 April 2023 the Labour Code has allowed leave from work due to force majeure. The introduction of this institution was mandated by the so-called Work Life Balance Directive (Directive 2019/1158 of the European Parliament and of the Council (EU) of 20 June 2019 on work-life balance for parents and carers and repealing Council Directive 2010/18/EU).

The Work Life Balance Directive is intended, among other things, to make it easier for parents and caregivers to combine work and private life, and to lead to a balanced division of caregiving responsibilities between men and women. The force majeure exemption is therefore in line with the directive’s goal.

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Posted on Categories employment contract

Carer’s leave

Carer’s leave was introduced into the Labour Code on 26 April 2023 by the Act amending the Labour Code (LC) and certain other acts of 9 March 2023. The Act was intended to introduce two directives into Polish law:

  • Directive (EU) 2019/1152 of the European Parliament and of the Council of 20 June 2019 on transparent and predictable working conditions in the European Union
  • Directive (EU) 2019/1158 of the European Parliament and of the Council of 20 June 2019 on work-life balance for parents and carers and repealing Council Directive 2010/18/EU.

Directive 2019/1158 aims to promote equality between men and women in the labour market, ensure equal treatment in the workplace and make it easier for employees (parents and carers) to reconcile family life with work. Under its provisions, employees are entitled to paternity leave, parental leave, carer’s leave and flexible working arrangements if they are parents or carers.

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Posted on Categories employment contract, regulatory

Changes to the Labour Code: new compulsory elements of an employment contract and broader information obligations of employers

The government’s bill to amend the Labour Code and certain other acts, which seeks to implement solutions provided under EU Directives into Polish legislation[1], may have a significant impact on the employees’ rights and on the corresponding employers’ obligations. The amendment seeks to extend parenthood rights, including by extending parental leave (in the spirit of work-life balance) and to make revolutionary changes in how employment contracts are terminated. In desiring to achieve the greatest possible transparency and predictability in employment, it also seeks to modify the compulsory elements of an employment contract and to significantly affect (broaden) the information obligations of employers with respect to employees. 

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Posted on Categories employment contract, Social Insurance

Changes to social security regulations may reduce abuse of sick leave by employees

The beginning of 2022 will bring significant social security changes for both insured (employees) and payers (employers). These changes relate to the amendment of social security regulations, including the Act on cash benefits from social insurance in case of sickness and maternity (the Act of 24 June 2021 amending the Act on the social insurance system and some other acts), some of the provisions of which have already been in force since 18 September 2021

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