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POLISH EMPLOYMENT LAW – LEGAL ALERT 2025

Publication date: February 05, 2025

In 2024, new regulations were introduced regarding the protection of whistleblowers. Under the Act on the Protection of Whistleblowers (Journal of Laws 2024.928 of 2024.06.24), which entered into force on 24 September 2024, people reporting violations of the law in the workplace gained special legal protection. Employers were obliged to create procedures enabling safe reporting of irregularities and to ensure the protection of the identity of whistleblowers. The new regulations also aim to counteract all forms of repression against reporting persons. These changes were introduced in order to implement Directive (EU) 2019/1937 of the European Parliament and of the Council of 23 October 2019 (OJ EU.L.2019.305.17 of 2019.11.26) on the protection of persons reporting violations of EU law.

One of the significant changes in labor law in 2024 was the amendment to art. 222 of the Labor Code, which entered into force on June 29, 2024 (Journal of Laws 2023.1465, i.e. from 2023.07.31). This change introduces protection for employees exposed to reprotoxic chemicals that negatively affect fertility and reproductive health. Employers were required to replace hazardous substances with safer alternatives, apply risk minimization measures, and keep records of exposed employees.

Under Article 36 of the Act on the Social Insurance System (Journal of Laws 2024.497, i.e. from 2024.04.03), provisions on “contribution holidays” for persons conducting non-agricultural business activity have been introduced from November 1, 2024. This relief allows entrepreneurs to receive a one-time exemption from paying social insurance contributions for one freely chosen month of the year, excluding health insurance contributions.

In 2025, changes were introduced to the regulations on maternity leave and parental rights. The amendment to Article 180² of the Labor Code (Journal of Laws 2023.1465, i.e. from 2023.07.31), which will enter into force on March 19, 2025, allows parents to take additional maternity leave in one part immediately after the end of basic maternity leave. This applies to situations where the child was born prematurely or requires hospitalization, even if the delivery took place on time. Additionally, the amended Article 177 of the Labor Code extends the protection of employees related to motherhood, strengthening their rights during parenthood.

In terms of work organization on Sundays and holidays, the amendment to Article 151⁹b of the Labor Code (Journal of Laws 2023.1465, i.e. from 2023.07.31) introduces restrictions. December 24 has been designated as a day off, which allows employees to spend Christmas Eve with their families.

From January 1, 2025, the minimum wage has also increased based on the regulation of the Council of Ministers of September 12, 2024 (Journal of Laws 2024.1362 of 2024.09.13). It amounts to PLN 4,666 gross per month, and the minimum hourly rate is PLN 30.50 gross. This change affects the amount of other benefits dependent on the minimum wage, such as night work allowances and severance pay. The increase is intended to improve the material situation of employees and reduce income inequalities.

The Act on the Promotion of Employment and Labor Market Institutions (Journal of Laws 2024.475, i.e. from 2024.03.29) has introduced significant changes. The amendment to art. 71 § 2, effective from 1 January 2025, extends the catalogue of periods included in the 365 days entitling to unemployment benefits. It includes various forms of military service, civil defense service and periods of service by officers of the Police, Border Guard and other uniformed services. Thanks to this, social protection for persons involved in the defense and security of the country has been increased.

The amendment to art. 33 sec. 4g point 4 of the Employment Promotion Act (Journal of Laws 2024.475, i.e. from 2024.03.29) ensures that an unemployed person will not lose the status of an unemployed person due to the need to care for a child. This applies to periods of maternity leave, supplementary maternity leave, leave on maternity leave conditions and parental leave, except for situations when the person themselves submits an application to deprive this status.

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