The Sejm has passed an amendment to the Labor Code concerning counteracting mobbing. The act introduces significant changes for both employers and employees, including new obligations related to the implementation of anti-mobbing procedures. The amendment has now been forwarded to the Senate for further consideration.
The new regulations will impose specific organizational obligations on employers related to the creation of anti-mobbing procedures.
Compensation for mobbing
One of the most important changes is the introduction of a minimum amount of compensation for an employee who has experienced mobbing.
Under the new regulations, an employee will be able to claim compensation from the employer in an amount not lower than six times the minimum wage.
Previously, the law did not specify a minimum amount of compensation. This meant that the amount of compensation was determined by the court on a case-by-case basis, based on the circumstances of each specific case.
Mandatory anti-mobbing procedures for employers with at least 10 employees
The draft regulations provide for new obligations for employers employing at least 10 employees.
The employer will be obliged to define rules, procedures and frequency of activities in the field of:
- counteracting violations of dignity and other personal rights of employees,
- counteracting violations of the principle of equal treatment in employment,
- counteracting discrimination,
- counteracting mobbing.
These rules should be specified in separate regulations, unless they are already regulated in a collective agreement or work regulations applicable at a given employer.
Agreeing on regulations with trade unions or employee representatives
The draft regulations provide for the obligation to agree on the content of the regulations with the company trade union or employee representatives.
If the employer has a company trade union, the regulations will require consultation with that organization. If multiple trade unions operate, consultation with all of them will be necessary.
However, in workplaces where there are no trade unions, the employer will be obliged to agree on the content of the regulations with employee representatives elected in accordance with the procedure adopted by a given employer.
This solution is intended to ensure the actual participation of employees in the creation of procedures for the protection of their rights and safety in the workplace.
Six months to adapt the documentation
The legislator has provided for a transitional period for employers.
Within 6 months of the entry into force of the Act, employers will be obliged to adapt existing work regulations to the new requirements or introduce regulations specifying the principles of counteracting violations of dignity and other personal rights of employees, violations of the principle of equal treatment in employment, discrimination and mobbing.
Summary
The amendment passed by the Sejm (lower house of parliament) provides significant changes in the area of counteracting mobbing. Key changes include the introduction of a minimum amount of compensation for mobbing and the obligation for employers with at least 10 employees to implement detailed anti-mobbing procedures. Currently, the bill is awaiting finalization in the Senate. If the regulations are enacted in their current form, employers will have six months to adapt their documentation and procedures to the new requirements.
This article is for informational purposes only and does not constitute legal advice.
The law is current as of June 25, 2026.
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