The draft proposes a simplified definition of mobbing, specifying in particular that:

• Mobbing does not cover isolated incidents;
• Mobbing must be recurring, repeated, or continuous;
• The perpetrator may be a supervisor, colleague or subordinate, an individual or a group;
• Mobbing behaviour may be physical, verbal, or non-verbal;
• The perpetrator’s intent or a specific outcome are irrelevant;
• Mobbing also includes ordering or encouraging such behaviour.

The draft also introduces new compensation rules, representing a change from the original proposal:

• Minimum compensation for mobbing – six times the minimum wage (PLN 28,836 as of 2026), instead of the previously proposed twelve times, also applicable if the compensation is paid directly by the mobber;
• Minimum compensation for repeated reaches of the principle of equal treatment – three times the minimum wage (PLN 14,418 as of 2026).

Employers will also be required to define rules, procedures, and frequency of actions aimed at preventing violations of personal rights, discrimination, breaches of the principle of equal treatment, and mobbing. This information will be included in a collective bargaining agreement, in work regulations, or in employer’s announcement (if there are no work regulations).

In proceedings concerning claims for mobbing, the court will be obliged to assess whether any other violations of the employee’s personal rights have occurred.

Importantly, the new provisions also foresee exemption from civil liability for the employer if the mobbing did not originate from the employee’s supervisor and if appropriate and effective mobbing prevention measures were introduced.

The approved draft will be submitted for consideration in the Parliament.