The April 2023 amendments to the Polish Labour Code introduced significant changes for employee-fathers who can exercise their parental entitlements. It is worth taking a look at the key changes related to the formal side of granting parental leave, which are of key importance from the employer’s point of view.
September is a month full of challenges, and one of the most important for every employer is the upcoming deadline of September 30. This is the critical date by which all outstanding vacation leave, which employees should have used in the previous year, must be granted. Now is the time to take the necessary steps to ensure compliance with labor law and the well-being of team.
ESG is increasingly being discussed in the public arena. The issue of ESG is also being raised in the context of the ongoing implementation of whistleblower protection systems in organisations.
Base salary of an employee is increasingly not the only element of remuneration. Often, employers decide to additionally awards and regulatory bonuses (see more) or other non-financial benefits, such as private medical care, a sports card or tickets for cultural events.
By entering into an employment relationship, the employee agrees to perform a specific type of work under the direction and for the benefit of the employer, while the employer agrees to pay remuneration. Remuneration is thus a key element of the employment relationship, meaning that its determination and payment are obligations of the employer.
This often raises the question of what factors should be taken into account when determining an employee’s remuneration. Can it be determined solely by the will of the parties? What changes can be expected in the area of remuneration?
Polish labor law is not only a set of obligations for employees but also an important tool for employers to help manage human resources effectively and minimize legal risks.
When carrying out the recruitment process, the employer wants to obtain as much information as possible about the candidates in order to make the right decision about hiring. Verification of candidate data is therefore an integral part of recruitment, but how far can this process be taken?
The long-awaited Polish Whistleblower Act will enter into force on 25 September 2024. This means that employers should now prepare the relevant procedures, or at least update the existing ones, in order to comply with the new regulations. According to the provisions of the Act, a violation of the law is an act or omission that is unlawful or intended to circumvent the law, including the protection of personal data. Therefore, in addition to implementing new whistleblower procedures, we recommend reviewing procedures and documentation related to data protection.
The Artificial Intelligence Act (AI Act) is the first law in the world to comprehensively address the challenges of developing Artificial Intelligence. The new EU legislation requires implementation in the EU Member States.
The AI Act was approved by the European Parliament on 21 May 2024. A large majority of MEPs voted in favour of the AI Act: 523 deputies were for, whereas only 46 -against. This means that many MEPs see the need to regulate this area and are concerned that the development of Artificial Intelligence will remain out of control.
Recently, there has been increasing talk of a four-day work week, which could also become a reality in Poland. Despite the growing interest in the topic and numerous studies pointing to the benefits of such a solution, the June 20, 2024 response from the polish Ministry of Family, Labor and Social Policy is disappointing. The Labor Law Department has, for the moment, given a negative response to the petition for legislative changes aimed at reducing working hours and increasing the number of vacation days.