New regulations strengthening the powers of the National Labor Inspectorate will come into force on July 8, 2026. The reform aims to more effectively prevent the replacement of employment contracts with civil law contracts in situations where an employment relationship actually exists.
The most important change is that during inspections, the National Labor Inspectorate (PIP) will primarily assess the actual manner in which work is performed, not solely the name of the concluded contract. If the cooperation meets the characteristics of an employment relationship specified in Article 22 of the Labor Code, it may be questioned.
The new regulations also provide for the possibility of issuing a decision to convert an improperly concluded civil law contract into an employment contract. However, this will not be automatic – an inspection will be conducted first, and the employer will be given the opportunity to correct any identified irregularities.
The reform also introduces additional tools for the National Labour Inspectorate, including the ability to conduct remote inspections, broader exchange of data with the Social Insurance Institution (ZUS) and the National Tax Administration (KAS), issuing individual interpretations, and higher sanctions for violations of labor law.
The new regulations do not mean the end of mandate contracts or B2B cooperation. They will still be permissible, as long as they correspond to the actual nature of the cooperation and do not replace an employment relationship.
Given the upcoming changes, it's worth analyzing your company's employment models now and verifying whether the contracts you're using correspond to the actual working conditions. An early audit helps reduce the risk of employment contracts being questioned and potential consequences during a National Labor Inspectorate (PIP) audit.
This article is for informational purposes only and does not constitute legal advice.
The law is current as of July 3, 2026.
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