flash news
As of 1 January 2026, rules for determining employment length in the public sector will change and have significant implications for employers. Employment length will include not only periods of employment under an employment contract, but also other forms of professional activity, provided that they are properly documented (in particular, by certificates issued by the Social Insurance Institution – ZUS). The law has not introduced any time limits, which means that earlier periods of professional activity may also be counted toward employment length.
In 2002, Locatrans, a transport company based in Luxembourg, employed a French national as a driver, whose employment contract was governed by Luxembourg law. The driver initially worked in various European countries, but over time began to carry out transport mainly in France, which in 2014 resulted in the obligation to register the driver in the French social security system. In the same year, after refusing to reduce the driver’s working hours, Locatrans terminated the driver's contract.
The Senate has made amendments to the reform of medical certification in the Social Insurance Institution which are intended to streamline the process of certifying incapacity for work.
As of 1 June 2025, county administration offices were obliged to refuse to initiate EU Blue Card proceedings for Ukrainian residents who were enjoying temporary protection on the application date as a result of amendments to the Aliens Act. Due to the lack of relevant changes to the so-called special Ukrainian legislation this effectively meant that Ukrainians with this status could not apply for an EU Blue Card either.
A bill aimed at strengthening the application of the right to equal pay for men and women for equal work or work of equal value has been published on the website of the Government Legislation Centre. The bill introduces a number of regulations designed to increase pay transparency and ensure pay equality, particularly, in the context of gender difference.
The Ministry of Labour is preparing a bill which will comprehensively implement the provisions of the EU Pay Transparency Directive into Polish law. In accordance with the objectives of the bill, which we wrote about on our portal, it will be the duty of every employer to assess jobs using at least four criteria: skills, effort, responsibility, and working conditions. The ministry has prepared two instruments to help implement the obligation, in particular, for small and medium-sized employers (although the instruments are intended to all organisations).