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
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.
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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
On March 1st 2018 an act of January 10th 2018 on limitation of trading on Sundays, holidays and some other days came into force. The act forbids assigning work to the employees or other workers (e.g. working on the basis of a contract of mandate) within the field of trade or other activities related to trade on Sundays and appointed holidays. From January 1st 2019 trading on Sundays is only allowed on the last Sunday of each calendar month
On January 1st 2019 amendments to the Polish Labour Code are coming into force. The changes have been enthusiastically received by HR personnel. It was commented that the changes would improve managing of personal files, and that the amendments reflect the current realities and circumstances in the field of HR.
The President of the Republic of Poland has appealed against a novelization abolishing the limit of 30-times the average monthly salary for annual basis for assessing National Insurance Agency (ZUS) contributions in a given calendar year. The reason behind the appeal was the unusually quick way of proceeding the act, which resulted in some irregularities, especially on the field of public consultation.
The Polish Constitutional Tribunal ruled that the act complies with art. 2 of the Constitution of the Republic of Poland (The Republic of Poland shall be a democratic state ruled by law and implementing the principles of social justice), and does not comply with art. 7 of the Constitution of the Republic of Poland (The organs of public authority shall function on the basis of, and within the limits of, the law).
In the case decided by the Polish Supreme Court the parties of an employment relationship concluded an agreement on termination of the employment contract. The parties decided that the employee would not be required to report for duty in the period between the conclusion of the agreement and the actual termination. The Court held that for the time when an employee is not required to report for duty, between conclusion of an agreement on termination of an employment contract and the actual termination, the employee shall be entitled to remuneration resulting from his or her personal remuneration grade setting out an hourly or monthly rate, and if this component of remuneration was not established when setting the remuneration conditions – 60 per cent of the employee’s remuneration