New mobbing rules: up to six minimum wages
Poland proposes a new workplace bullying law with minimum compensation up to six times the minimum wage. It would change employer duties and evidence rules.
Poland’s government approved a draft change to the labour code that targets workplace harassment. The proposal introduces a clear workplace bullying law and sets minimum compensation at six times the country minimum wage.
What the workplace bullying law would change
The draft sets a floor for compensation for victims. Consequently, awards would no longer fall below six times the minimum wage. Moreover, the amount could reach roughly 30,000 PLN today. Employers must now prevent harassment actively. In addition, firms must investigate complaints promptly. Therefore, companies face both legal and financial pressure to act.
Details and scope of the reform
Lawmakers plan to tighten the definition of prohibited behaviour. Consequently, the reform clarifies the line between justified criticism and abusive conduct. The bill also recognises modern communication. For example, messages on email or instant messengers may count as evidence. Moreover, the text draws on court practice and psychology research. It aims to speed up and harmonise court outcomes.
Why this matters for employees and employers
Employees gain clearer paths to compensation and protection. In addition, the minimum award increases predictability in disputes. However, employers must update internal policies. They must implement clearer complaint channels and training. Also, human resources should keep records and log digital evidence. Failure to act may lead to costly rulings.
Practical impact in Poland
The change could shift workplace culture in many firms. Consequently, managers will train staff on respectful conduct. In addition, small businesses must adopt new routines. However, courts might still interpret cases differently initially. Therefore, legislators expect the clearer law to reduce inconsistent verdicts over time. Employers should consult legal counsel to update contracts and policies.
The bill must now pass parliamentary readings and possible amendments. Moreover, social partners and unions may influence the final wording. In practice, the law could reshape how Polish employers handle conflict and evidence. For expats, this means stronger protection and clearer steps to claim redress.
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