The year 2024 brought a number of significant changes to Polish labor law, aimed at adapting the regulations to the modern realities of the labor market and the evolving needs of employees and employers. In today's article, we will highlight several significant changes that occurred in 2024.
Changes regarding remote and hybrid work
In 2024, the development of regulations regarding remote and hybrid work, which became more popular following the coronavirus pandemic, continued. These changes were a response to the growing need for flexibility in the workplace, both among employers and employees.
The new regulations introduced the obligation to formally regulate the principles of remote work in employment contracts or in internal labor law acts if work is carried out in this mode on a permanent basis or in the form of partial remote performance of duties (the so-called hybrid model).
Changes in the matter of civil law contracts
Another important change in labor law in 2024 was the tightening of regulations on civil law contracts, including contracts for specific work and contracts of mandate.
Civil law contracts, particularly those concluded for permanent employment, were subject to greater scrutiny and, in the case of long-term contracts, were subject to the same requirements as employment contracts. Employees working under such contracts gained a number of rights that were previously reserved only for those employed under employment contracts.
Changes to fixed-term employment contracts
As a result of changes introduced to the Labor Code, the option of concluding fixed-term employment contracts for any length of time has been abolished. A fixed-term employment contract concluded by the same employer with a given employee cannot exceed 33 months. Furthermore, the total number of such contracts concluded by the same employer with the same employee cannot exceed three. If the employment period exceeds 33 months or a fourth contract is concluded, the employee is deemed to be employed under an indefinite-term employment contract, starting from the day following the expiry of the 33-month period or from the date of conclusion of the fourth contract.
Increasing legal protection for employees
The year 2024 also brought strengthened legal protection for employees, particularly in the areas of mobbing, discrimination, and other forms of abuse in the workplace. Changes were introduced that enabled faster and more effective employee redress and strengthened mechanisms for protection against unfair treatment.
In addition, the regulations on collective dismissals have been amended and more stringently regulated in order to protect employees against mass layoffs and provide them with support during the transition period.
Summary
The year 2024 marked a period of significant reforms in Polish labor law, aimed at adapting regulations to rapidly changing market conditions and the needs of both employees and employers. These changes covered a wide range of areas, including regulations regarding remote and hybrid work, modifications to civil law contracts, and strengthening the protection of employee rights.
This article is for informational purposes only and does not constitute legal advice.
Legal status as of January 2, 2025
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