On 1 January 2020, the Act of 19 July 2019 amending the Act on Minimum Wages, shall come into effect. On the basis of the amendment, seniority allowances to which employees are entitled after reaching a specified period of employment (on the basis of separate legal acts, collective agreements or work regulations) will no longer be included in the employee’s remuneration for the purposes of calculating the minimum wage. So far, this remuneration has not included: service anniversary award, retirement benefit, one-time disability benefit, overtime work remuneration and wage supplement for night work
On the basis of art. 21 item 1 pt. 148 of the Act of 26 July 1991 on Personal Income Tax, persons under 26 years of age gaining income from a service relationship, employment relationship, outwork, cooperative employment relationship or mandate contracts shall be free from income tax up to the amount not exceeding PLN 85,528.00 (c.a. EUR 19,800.00) in a tax year (in 2019 proportionally PLN 35,636.67 – c.a. EUR 8,220.00). The above regulation has come into force from 1 August 2019
Starting from 1 July 2019, the Employee Capital Plans (ECP) Act will be applied to entities employing at least 250 people as of 31 December 2018. The ECP Act does not require the first ECP payments to be made in July. However, both employers and the employees’ representatives should take some action between now and 25 October 2019
On 25 April 2019, the Lower House of the Polish Parliament (Sejm) voted in favor of passing the amendment to the Polish Labour Code. The act was signed by the President of the Republic of Poland on 3 June 2019 and shall come into force on7 September 2019. One of the changes introduced by the amendment is the modification of the provisions on bullying and unequal treatment of employees
On May 16, 2019, the Lower House of the Polish Parliament (Sejm) voted in favor of passing the amendment to the Act of October 4, 2018 on Employee Capital Plans. The main change introduced by the amendment is the abolition of the limit of 30 times of the average salary, above which the contributions for PPK are not to be deducted
Date: Wednesday 12 June 5 p.m. Central European Time (11 a.m. New York time)
Identifying key wage and hour risks confronting international retailers and strategies for compliance
- The webinar will feature a panel discussion among attorneys from United Kingdom, Canada, the United States and France with deep experience representing employers confronted with class action wage and hour cases and the myriad of issues arising from the unique scheduling demands of the retail industry as they collide with the growing push to ensure through local laws that employees receive sufficient time off and compensation.
- Jonathan Dye (Filion Wakely Thorup Angeletti in Canada)
- Eric R. Magnus (Jackson Lewis in USA)
- Olivier Kress (Flichy Grangé in France)
- James Major (Clyde & Co in United Kingdom)
- Moderator: Rich Landau (Jackson Lewis in USA)
Date and time:
June 12, 2019 5:00 pm - 6:00 pm (CEST)
Almost a year after the introduction of the GDPR, and after a long legislative process, the long-awaited novelisation of a number of legal acts to ensure the proper use of the GDRP will come into force on May 4, 2019
Even in the era of far-reaching international trade agreements and regional economic and political partnerships, the majority of laws and regulations governing the workplace are still determined by the individual countries where employees work.
Spanning 6 continents, L&E Global’s member firms are ideally situated to provide clients with pragmatic, commercial advice necessary to achieve their objectives. Our members work closely with corporate, legal, human resources departments and corporate executives across a variety of sectors and industries to address the strategic and tactical issues that arise in the workplace.
Discover the most important labour and employment rules, regulations and best practices specific to each jurisdiction, conveniently together in one place.
By the end of January 2019, the Polish Ministry of Digitalization issued an opinion, which stated that in most cases it is justified and permissible to store personal data of candidates after the end of recruitment process. However, the Ministry’s opinion is contrary to the Polish Office of Personal Data Protection’s statement published in the handbook ‘Protection of personal data at the workplace guide for employers’
On the basis of art. 17 of the Polish Act on Upbringing in Sobriety and Counteracting Alcoholism, if there is a suspicion that an employee came to work in a state of intoxication, the employer or the employee himself/ herself may request a sobriety test to be carried out by an authorised body (e.g. the Police). In opposition to this practice, the Polish Supreme Court’s sentence might be considered as revolutionary in its matter, as it remains in conflict with the current employers’ practices in this field