Questions and answers for our office

We provide legal defense and advice in criminal and fiscal matters related to business activities, and we also implement compliance procedures (AML/CFT, whistleblowing, dawn raid, codes of ethics).

Most often, these are cases of economic fraud, tax abuse (VAT, excise duty, customs), money laundering, as well as liability for lack of due diligence or incorrect management decisions.

Management may be held criminally liable for, for example, failure to file bankruptcy on time, tax errors, or violations of labor law or environmental protection. Our role is to minimize this risk and defend managers in these proceedings.

Key elements include AML/CFT, whistleblowing, anti-corruption procedures, dawn raids, and codes of ethics and anti-harassment. These ensure that the company not only complies with legal requirements but also protects management from personal liability.

We represent clients in cases involving reputational damage, defamation, and image infringement, both in criminal proceedings and in civil cases under the Civil Code. We combine effective legal defense with reputation and image protection in the media.

We advise on the implementation of personal data protection policies, respond to breach incidents, and represent clients in proceedings before supervisory authorities. We also help assess whether a breach may result in criminal liability.

This analysis of company operations focuses on potential violations of criminal and fiscal penal law. This analysis allows us to pinpoint weak points in processes and recommend solutions to minimize risks.

We particularly support clients from regulated industries – energy, mining, IT, fintech, transport, food and recycling, where the risk of criminal liability is the highest.

Yes. We defend clients in pretrial detention proceedings. Effective defense at this stage often determines the outcome of the case.

We develop and implement AML/CFT procedures in line with EU directives and Polish regulations, conduct compliance audits, and provide employee training. We help companies prepare for inspections and minimize the risk of criminal liability.

Yes, but only if the actual nature of the cooperation does not indicate an employment relationship.

Most often, it is a holiday allowance, sometimes severance pay (e.g. in the case of collective redundancies).

Yes, in certain situations or with the employee's consent. In such cases, compensation must be paid

These include the right to proportional leave, health and safety protection and equal treatment.

As a rule, no – with exceptions (e.g. bankruptcy of the employer).

The employer must react quickly – clarify the matter, prevent violations and implement disciplinary measures.

Employees automatically transfer to the new employer under the same conditions as before.

Yes – you can appeal to the labour court.

From several months to even two years, depending on the complexity of the case.

Contract, invoices, correspondence, acceptance protocols – the more evidence, the better.

Yes – mediation often allows you to resolve a dispute faster and more cheaply.

Yes, but only in exceptional cases (e.g. natural disaster).

Generally, court costs and legal representation costs are incurred.

Yes – e.g. through an actio pauliana invalidating acts to the detriment of the creditor.

A prescriptive decision is based on strong evidence and is faster; a warning decision is more flexible but slower.

It depends on the contract and international law – it is worth including arbitration clauses.

Generally 3 years, but in some cases the term is shorter.