Poland is preparing a major reform of workplace mobbing rules. The amendment adopted by the Sejm on 19 June 2026 is intended to simplify the definition of mobbing, strengthen employee protection and increase employers’ responsibility for prevention.
For companies operating in Poland, the reform should be treated as an HR compliance project rather than a purely legal update. Once the new rules enter into force, employers will need more than a general anti-mobbing clause in internal documents. They should be able to show that employees know how to report irregularities, managers understand the limits of acceptable workplace communication, and complaints are handled through a clear and reliable process.
The bill has been submitted to the President for signature. The expected entry into force is the beginning of 2027, with a 6-month vacatio legis from publication in the Journal of Laws.
What will change in the definition of mobbing in Poland?
Under the current rules, proving mobbing has often required several elements to be shown at the same time, including persistence, long-term conduct, humiliating or isolating intent and a specific effect on the employee, such as a lowered assessment of professional suitability. In practice, this has made many workplace disputes difficult to assess and even harder to prove.
The new definition is intended to be more practical. The focus will move to persistent harassment, and the employee will no longer have to prove that the perpetrator...
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