The most important changes in comparison to a previous draft of the bill are:

• Compensation for mobbing – the minimum compensation has been reduced from 12 to 6 months of the statutory minimum wage. Provisions permitting employers to be released from liability have been removed, although it will still be possible to seek a refund from a perpetrator of the compensation that is paid.
• Work regulations – a new point 10 has been added to article 104(1) §1 that requires employers to specify in work regulations the rules, procedures, and frequency of action that is intended to prevent:
  • violations of employee dignity and other personal interests,
  • breaches of the principle of equal treatment and non-discrimination in employment,
  • mobbing.
• Employer notices – if the above matters are not regulated in a collective bargaining agreement or in work regulations, an employer must in an internal notice regulate them. A new minimum employment threshold has been introduced: the obligation applies to employers of at least 9 employees. A notice must include the same area as point 10 of the work regulations and the frequency of preventive action.

The new provisions are intended to systematize preventive measures against mobbing and discrimination and to facilitate the application of work regulations and internal notices by employers.