Successively discussed on our blog, the topics related to labour law concern many of its aspects, such as the amendment related to the introduction of remote working, the implementation of the work-life balance directive or discrimination at work. The following article is devoted to a detailed analysis of court cases on mobbing – based on the record of cases from 2011 to 2021, published by the Ministry of Justice.
Category: Labour law
Soon, on September 18, 2023, we will once again celebrate International Equal Pay Day. The holiday was established in 2020 by the United Nations with the aim of drawing public attention to the unequal pay system between men and women for their work. There is a reason why legislators of various countries, rulers and organizations at the national and international level are trying to publicize the existing disparities and the need for change in this regard.
We have repeatedly covered in the pages of our blog various issues related to the amendment of labour regulations in 2023. The introduction of regulations on employee sobriety checks or remote work to the Labour Code, as well as the implementation of the work-life balance directive to the Polish legal order, have also contributed to the fact that some executive acts issued on the basis of the Labour Code have been amended. One of them is the Decree of the Minister of Family, Labour and Social Policy of December 30, 2016 on the labour certificate, which, as a result of the amendment, introduced new requirements for labour certificates issued to employees from May 23, 2023, which we discuss in this post.
The amendment to the labour law, which we have discussed extensively on the blog, including the introduction of the possibility of sobriety checks, remote working and the implementation of the work-life balance directive, is presented primarily in a positive light for employees, who gain a number of new rights. At first glance, this seems to be beneficial for them – the legislator (both European and Polish) strengthens their position as a subject of the employment relationship and supports the realisation of their entitlements. Does this mean that employee-fathers will start to make greater use of parental leave? Or are they at risk of discriminatory behaviour for this reason?
It’s been more than 2 weeks since one of the biggest amendments to the labor law came into force related to the implementation of the so-called work-life balance directive, i.e. the Directive of the European Parliament and of the Council (EU) of June 20, 2019 on work-life balance for parents and caregivers and repealing Council Directive 2010/18/EU, which has been the subject of many of our previous blog posts. This time we will take a look at the changes covering issues relating to the employment contract between employer and employee.
As of April 26, 2023, the work-life balance directive, which aims to increase employees’ work-life balance, is in effect. Although the amendment to the Labor Code, bringing the regulations in line with the EU directive, contains a number of positive changes for parents, it also involves some potential negative consequences that need to be noted.
Remote work, about which we have been writing so much on our blog lately, although it went into effect more than a week ago, is still quite controversial. In addition to the obligation to prepare appropriate implementation documentation, employers are mainly wondering how to determine a lump sum for remote work.
As we have already mentioned many times on our blog, the beginning of 2023 is marked by a real revolution in labour law due to, inter alia, the introduction of the possibility of remote working to the Labour Code and the obligation of Poland, as a Member State of the European Union, to implement the so-called work-life balance directive, to which we devoted one of our last blog entries. This time, we analyse what changes for employees-parents and the employers employing them are introduced by the amendment, which will already come into force on 26 April 2023.
There is just one day left until the remote work regulations come into effect. The amended Labour Code repeals the previous possibility of remote work under the so-called COVID-19 law, which means that employers on the day the new regulations take effect – that is, already on April 7 – should implement appropriate documentation of remote work in their organization.
The year 2023 is a time of fundamental changes in Polish employment law, which we systematically analyse and comment on in our blog. 23 March 2023. President signed a law amending the Labour Code in connection with the obligation to implement Directive 2019/1158 of the European Parliament and of the EU Council of 20 June 22019 on work-life balance for parents and carers and repealing Council Directive 2010/18/EU, conventionally referred to as the “work-life balance directive”. The amended regulations will take effect within the next month.