The recent reform of the National Labour Inspectorate (PIP) has fundamentally changed the rules of the game in the Polish labour market. PIP inspectors have been granted direct powers to reclassify civil law contracts (contracts of mandate, contracts for specific work) and B2B contracts into employment contracts via administrative decisions. On top of this, remote digital audits and close data sharing with the Social Insurance Institution (ZUS) and the National Revenue Administration (KAS) have been introduced.
For employers who rely on flexible working arrangements, a moment of truth has arrived. They face a critical choice: take advantage of the amnesty, or conduct a thorough audit and fight to preserve their current model?
The PIP Reform Act (Journal of Laws 2026, item 473) introduces a special amnesty provision - a 12-month grace period running from July 8, 2026, to July 8, 2027.
An entity that voluntarily replaces a civil law contract displaying features of an employment relationship with a formal employment contract during this period will not face liability for offences against employee rights and will avoid steep financial penalties.
The
Starting July 8, 2026, employers face the following sanctions:
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