That is, predictions for changes in labor law
In today's "On Work After Work," we'd like to briefly interrupt the series of articles focusing on employee responsibility. We're doing this to provide you with a brief overview of the changes we can expect in the New Year. This stems from the fact that 2024, which has just begun, will likely be full of further revolutions in labor law. Last year, we already saw significant changes aimed at ensuring a work-life balance for employees. All indications are that this trend will only intensify. So, what changes can we expect?
1. The mythical 4 days of work
Every person working under an employment contract has probably heard of the idea of introducing a four-day workweek. There are also variants of a 35-hour workweek (reducing the number of hours, not days off). As in previous years, the likelihood of such a revolution is being pointed out. However, it's difficult to take a definitive stance on this – at this point, it seems like an inevitable, yet distant, future.
2. Changes to leave
We shouldn't expect any changes to leave entitlements – two new leave types were introduced in 2023 – carer's leave and leave for force majeure. The former allows for five days of leave when necessary to care for family or household members. The latter allows for two days of leave in cases of force majeure.
The above changes stem from the implementation of the work-life balance directive. It seems we will be moving in this direction this year as well. However, it is difficult to precisely determine what changes may occur. The possibility of extending the number of days of annual leave has been suggested. However, at this stage, this remains an election promise.
3. Availability
There's also been widespread discussion about the change in regulations regarding mandatory availability—meaning answering phone calls and checking emails outside of work. This problem has been growing significantly for many years—in most industries, it's taken for granted that an employee will be "on call" at all times. It's worth noting, however, that this phenomenon is viewed negatively. Employees perform duties outside of work, without the right to remuneration or compliance with any standards. Furthermore, they are required to be practically constantly available for confrontation with colleagues.
4. Increases in the national minimum wage
The most certainty, however, is that the national minimum wage will increase throughout the year. The first increase occurred at the beginning of the year (to PLN 4,242 gross). The next increase will take place on July 1st, to PLN 4,300 gross. It's worth keeping this in mind when planning your hiring plans.
To conclude all of the above, it should be noted that at this point, virtually no change is certain. However, given the election promises of the current ruling coalition, we can expect large and frequent pro-employee revolutions. It's worth noting, however, that these may be significantly limited once consultations with organizations representing employers are underway. Changes, in every respect, must, on the one hand, guarantee additional benefits for employees, but on the other, enable businesses to survive with adequate profitability and ensure compliance with labor law standards.
This article is for informational purposes only and does not constitute legal advice.
Legal status as of January 18, 2024
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