On 4 August 2026, the Act amending the Labour Code and the Code of Civil Procedure was published in the Journal of Laws, introducing significant changes in the area of prevention of mobbing and unequal treatment in employment.
Employers are required to proactively and systematically undertake actions aimed at preventing unequal treatment in employment and mobbing through preventive measures (e.g. training), detection of violations, appropriate response, remedial actions, and provision of support to people affected by unequal treatment / mobbing.
Employers employing at least 10 employees are required to adopt special regulation determining the rules, procedures, and frequency of actions in the areas of prevention of mobbing, discrimination, and violation of the principle of equal treatment in employment. The content of the regulations must be agreed with trade unions, or in their absence – with employee representatives elected in accordance with the procedure adopted by the given employer.
The above rules and procedures should be incorporated into the collective labour agreement or work regulations, where such documents have been or should be adopted by the employer.
Under the new definition, mobbing shall be understood as conduct consisting of persistent harassment of an employee, i.e. conduct that is repetitive, recurring, or continuous. This may include physical, verbal, and...
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