New provisions of the Labor Code concerning the prevention of mobbing, discrimination, and other workplace violations came into force on November 5, 2026. The amendment introduced not only a revised definition of mobbing but also new obligations for employers to protect the dignity and other personal rights of employees.
Employers have until May 5, 2027, to adapt their internal documentation. However, it is worth verifying the existing solutions now and preparing the organization to apply the new regulations.
Not just mobbing – a broader scope of employee protection
One of the most important changes is the expansion and clarification of employers' obligations to prevent undesirable behaviour in the workplace.
The new regulations oblige employers to systematically counteract mobbing and violations of the principle of equal treatment in employment. This obligation should be implemented in particular through preventive measures, detecting violations, responding appropriately, taking corrective action, and providing support to those affected by such behavior.
It's also important to note that the new regulations cover not only mobbing and discrimination, but also violations of employee dignity and other personal rights. This means that employers should ensure they have solutions in place to respond to various types of workplace inequalities, even when they don't meet the criteria for mobbing.
A new definition of mobbing
The amendment has changed the current definition of mobbing. Under the new regulations, mobbing means persistent harassment of an employee. Persistence means repetitive, recurring, or constant behavior.
Examples of behavior that may constitute mobbing include humiliation, insults, intimidation, unjustified criticism, ridicule, obstruction of the performance of duties, and isolation of an employee or elimination from the team.
Mobbing can be physical, verbal or non-verbal, and its perpetrator can be not only a superior, but also another employee, a subordinate, a person performing work on a basis other than an employment relationship, or even a group of people.
This does not mean, however, that every instance of inappropriate behavior in the workplace will automatically be considered mobbing. Incidental behavior will generally not meet the criteria for persistent harassment. Furthermore, justified and properly expressed actions toward an employee, particularly holding them accountable for their duties or criticizing their performance, do not constitute mobbing.
Changes regarding equal treatment in employment
The amendment also covers provisions on equal treatment in employment. The changes include, among other things, a more precise definition of discrimination.
This also affects the employer's information obligation. Pursuant to Article 94[1] of the Labor Code, employers must provide employees with the text of the provisions on equal treatment in employment in the form of written information distributed throughout the workplace or provide employees with access to these provisions in another manner accepted by the employer. Due to changes in the provisions on equal treatment, employers should update the information they have previously provided to reflect the current wording of the Labor Code.
New obligations regarding internal documentation
Particularly important changes apply to employers employing at least 10 employees.
They are required to establish rules, procedures and frequency of activities in the following areas:
- preventing violations of dignity and other personal rights of employees;
- counteracting violations of the principle of equal treatment in employment;
- counteracting discrimination;
- counteracting mobbing.
If the relevant rules are not specified in the collective agreement or work regulations, the employer must introduce them into the work regulations or specify them in separate regulations.
If separate regulations are introduced, their content must be agreed upon with the company trade union, and if no such organization exists at the employer, with employee representatives. If the content of the regulations is not agreed upon within 30 days, the employer may establish their content, taking into account the arrangements made during the negotiations.
It's worth emphasizing that simply having an existing anti-mobbing procedure in place doesn't guarantee compliance with the new requirements. It's necessary to verify that it covers all the areas specified in the Act and specifies the required rules, procedures, and frequency of action.
By when must employers adapt their documentation?
Although the new regulations are effective from November 5, 2026, the legislature has provided a six-month period for amending internal documentation. This means that employers have until May 5, 2027, to make the required changes to their work regulations or issue separate regulations.
However, this deadline should not be treated as a postponement of all new obligations. As of November 5, 2026, employers are obligated to systematically counteract mobbing and violations of the principle of equal treatment.
In practice, it is therefore worth:
- verify the applicable anti-mobbing and anti-discrimination procedures;
- check whether they also cover violations of dignity and other personal rights of employees;
- establish clear rules for reporting undesirable behavior and conducting investigations;
- identify the persons responsible for receiving and processing applications;
- prepare management and the HR department to properly respond to reported irregularities.
The new regulations mean that counteracting mobbing and other workplace violations requires a more systematic and comprehensive approach from employers. It's crucial not only to adopt appropriate documents but also to actually implement them and take action to prevent undesirable behavior.
This article is for informational purposes only and does not constitute legal advice.
November 6, 2026.
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