On 17 February 2026, the Council of Ministers adopted draft laws that will have a significant impact on the labour market – an amendment to the provisions on discrimination and mobbing and a reform of the National Labour Inspectorate, expanding the powers of inspectors.
Amendment to the Labor Code
A draft law amending the Labor Code has been adopted, introducing changes to the definitions of discrimination and mobbing, and is intended to facilitate the identification of inappropriate behavior in the workplace.
Additionally, the project includes:
– employers are required to specify in their work regulations the rules, procedures and frequency of activities in the area of counteracting violations of dignity and other personal rights of employees, the principle of equal treatment in employment, discrimination and mobbing,
– the amount of minimum compensation was adopted at a level not lower than three times the minimum wage in the event of a repeated violation of the principle of equal treatment,
– the minimum amount of compensation for mobbing was adopted at six times the minimum wage.
PIP reform
In parallel, the Council of Ministers adopted a bill amending the Act on the National Labour Inspectorate and granting inspectors the right to issue administrative decisions transforming civil law contracts into employment contracts.
The recently published draft no longer takes into account the rigor of immediate enforceability of decisions, which was present in previous versions and aroused great controversy.
Another change from previous versions of the bill is the obligation for the labor inspector to first issue an order to remedy violations of the civil law contract concluded under the conditions under which an employment contract should have been concluded. Only if the employer fails to comply with the order will the inspector be able to issue a decision.
Another new feature is the ability of the Chief Labor Inspector to issue an individual interpretation regarding the application of labor law provisions, determining whether the legal relationship presented in the application constitutes an employment contract. The interpretation will be binding on the National Labor Inspectorate authorities, but not on the applicant.
In the next step, the project will be submitted to the Sejm.
This article is for informational purposes only and does not constitute legal advice.
The law is current as of February 22, 2026 .
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