The Sejm passed an amendment to the Labor Code regarding counteracting mobbing, and the Senate adopted it without amendments. The bill will be submitted to the President for signature.
Under the amendment, an employer employing at least 10 employees will be obliged to establish rules, procedures and the frequency of activities in the areas of counteracting violations of dignity and other personal rights of employees, counteracting violations of the principle of equal treatment in employment, counteracting discrimination and counteracting mobbing.
The above rules can be implemented in two ways:
- in the work regulations or
- in separate regulations.
Separate regulations
The upcoming regulations stipulate that the employer will be required to agree on the regulations with the company trade union, and if more than one company trade union operates at the employer, with those organizations (and if this is not possible, the agreement should be made with the representative trade unions). If no agreement is reached within 30 days of the employer submitting the draft regulations, the employer will establish the content of the regulations, taking into account the arrangements made with the company trade unions during the process of agreeing the content of the regulations.
If, however, the employer does not have any company trade unions, the employer must agree on the content of the regulations with employee representatives. The 30-day deadline also applies in this case.
Employers employing at least 10 employees who decide to adopt separate regulations will therefore be obliged to agree on their content with the employees.
Work regulations
The introduction of rules on counteracting violations in work regulations will also require the content of these rules to be agreed with the company trade union.
The difference, however, is that if the content of the rules is not agreed with the company trade union within the deadline set by the parties, and also in the event that there is no company trade union operating at a given employer, the rules are established by the employer.
The absence of a trade union at an employer means that the employer can unilaterally introduce changes to work regulations. There is no requirement to consult with employee representatives on any changes.
Deadline for adapting to new regulations
Employers will have six months from the date the act comes into force to adapt their work regulations to the requirements of the new provisions or introduce separate regulations. Given that the act will take effect three months after its publication, the deadline for adapting HR documentation to the new regulations will actually be nine months from the date of publication.
While the obligation to consult with the company trade union regarding changes to work regulations already exists and the new regulations do not change this, the issuance of separate regulations on counteracting violations has not yet been regulated by labor law. However, if the employer has already implemented such procedures and they comply with the requirements of the new regulations, they will not be required to make changes or consult with unions or employee representatives.
Graś i Wspólnicy Law Firm offers comprehensive support in the field of labor law, in particular:
- verification of applicable documents,
- developing and implementing new solutions tailored to the specific nature of the employer's business.
If you have any doubts about the solutions used or are planning to change them, please contact us – we will help you organize your documentation and reduce legal risks.
This article is for informational purposes only and does not constitute legal advice.
The law is current as of July 10, 2026.
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