2025 can already be called a year of significant changes in labor law. The Ministry of Labor and Social Policy is intensively working on regulations that are intended to strengthen the position of employees as the weaker link in the employment relationship. For employers, this primarily means increased obligations and costs. In today's article, I will present key draft laws that could significantly change labor market relations. It's worth remembering that these are still proposals – their final form may still change.
The end of unpaid internships
In recent years, there has been increasing discussion about the problem of unpaid internships, which often involved no remuneration, even though the interns actually performed work. The rationale behind this form of employment was that they would gain experience that would prove beneficial in the future.
Brussels is currently working on a directive banning unpaid internships. In parallel, the Ministry of Labor has prepared a draft law aimed at eliminating these practices. The new regulations are intended to improve the quality of internships, protect young and unemployed people from abuse, and ensure that all work is properly compensated.
New powers for the National Labor Inspectorate
Work on the draft bill on the National Labor Inspectorate (PIP) is gaining momentum, and inspectors will soon be granted new powers. The most important changes that employees and employers can expect include: the PIP's authority to issue administrative decisions to convert improperly concluded civil contracts into employment contracts, and at least a doubling of the maximum fine that the PIP can impose in fine proceedings. A rather interesting and controversial change among experts is the PIP's broad authority to convert civil contracts into employment contracts, which is essentially a unilateral decision by the authority. The inspectorate emphasizes that the reform is not intended to completely eliminate civil contracts.
Change in the calculation of seniority
On Friday, September 12th, the Sejm passed a law amending the Labor Code regarding the inclusion of periods worked under civil law contracts and sole proprietorships in the length of service of employees' employment. This is a significant and groundbreaking change that could significantly impact the situation of many employees. Periods of service will include, among others, periods of performance of contracts of mandate, provision of services, agency contracts, and periods of being an employee. The new regulations will apply from January 1st, 2026, for employers in the public finance sector. Private sector employers have slightly more time to apply the new regulations, which, in their case, will take effect on the first day of the month following the expiry of six months from the date of publication of the law.
Shortened working hours
On September 15, recruitment for employers to participate in the pilot program of short-time work with salary retention ended. According to the Ministry, 1,994 employers signed up for the program. The Ministry opened the pilot program to employers of all sizes from the private and public sectors across all industries.
As the Ministry pointed out, a four-day workweek is just one way to reduce working hours. Employers can also pilot a reduced number of working hours per day, provide additional leave, or develop their own model of reducing working hours while maintaining pay.
The Ministry believes the Polish labor market needs changes, pointing out that the eight-hour workday was introduced in Poland 107 years ago, and Saturdays off over 50 years ago. Much has changed in that time. New technologies have significantly increased work efficiency, and many countries, companies, and institutions are already reducing working hours.
Significant changes to labor law lie ahead. The question remains whether they will bring real benefits to employees, facilitate the lives of employers, or introduce new challenges for both parties. It's worth closely monitoring the legislative process.
This article is for informational purposes only and does not constitute legal advice.
The law is current as of September 19, 2025.
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