HR Signal: The EU Whistleblowing Directive

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Month: October 2025

How to use AI responsibly

Posted on by Yuliia

In recent years, many companies have turned to artificial intelligence (AI) to help with recruitment: screening CVs, ranking candidates, predicting performance, even concluding initial interviews. The benefits are promising – faster hiring cycles, lower costs, improved objectivity, and potentially better decision-making. But with these advantages comes a significant challenge – making sure algorithms do not reinforce the very biases they are meant to eliminate. – Bartosz Wszeborowski, and Julia Łuszczewska comment for Contact Online magazine.

Article here. 

Employer’s right to act against employee disloyalty

Posted on by Yuliia

If an employee’s conduct turns out to be extremely disloyal towards their employer – especially near the end of their employment relationship and involving non-competition breaches – it may be considered fundamentally inconsistent with the principles of good faith and fairness. Consequently, such actions could preclude the employee from successfully pursuing other claims against the employer. – Karolina Kanclerz and Łukasz Marzec comment to Rzeczpospolita.

Full article in Polish avialible: tutaj.

B2B contracts: a double-edged sword

Posted on by Yuliia

If a service provider enters into a Business-to-Business (B2B) contract – benefitting from favourable tax and social security contribution conditions and pays their dues as a self-employed individual – any subsequent claim to reclassify their B2B contract as an employment relationship is unlikely to be justified. This holds true even if it were the company that proposed the B2B structure and drafted the contract. – Paweł Sych comments to Gazeta Wyborcza.

Full article in Polish avialible: here.

Planning for the unexpected: implementing effective contingency plans

Posted on by Yuliia

Sweeping regulatory overhauls are often impractical; they typically demand lengthy consultation and reduce organisational agility. A far more effective approach is to review and update current procedures, ensuring they are transparent and readily available. Introducing supplementary policies, such as those governing emergency leave or flexible working, is also a good solution. These can be deployed quickly, offering staff a vital sense of security. Furthermore, it is crucial to establish a process for the rapid communication of government announcements or official decisions to employees, and to appoint people responsible for translating complex directives into clear, actionable guidance for the whole team. Finally, a key safeguard is to always have backup plans and replacement teams ready to step in. – Robert Stępień and Kinga Ciosk comment for Dziennik Gazeta Prawna.

Full article in Polish avialible: tutaj.

Pay transparency in recruitment – how to prepare

Posted on by Yuliia

Upcoming amendments to the Labour Code will soon compel many employers to implement significant changes within their recruitment processes. Contrary to popular belief, the new regulations do not impose a blanket obligation to publish salary ranges in all job advertisements. However, delaying salary discussions until the contract signing is no longer viable. It will be crucial to establish a clear timeline of actions and prepare uniform, company-wide rules. Employers must anticipate several challenges: preparing answers for candidate inquiries about pay, determining which specific pay elements to disclose, navigating the heightened risk of existing employees comparing their compensation, and anticipating increased scrutiny from labour inspectors. – Kinga Polewka-Włoch comments to Dziennik Gazeta Prawna.

Full article in Polish avialible: here.

A new approach to restructuring: people over job cuts

Posted on by Yuliia

Cost optimisation does not have to mean a spike in redundancies and a drop in workforce morale. Increasingly, businesses are discovering that a strategy focused on flexible management, skills development, and organisational change without layoffs is not just cost-effective but also a vital investment in both team stability and long-term competitive advantage. – Sławomir Paruch, Robert Stępień, Michał Bodziony and Kinga Ciosk comment to Dziennik Gazeta Prawna.

Full article in Polish avialible: here.

Dragon’s Teeth Festival — the 10th ASPIRE Annual Conference

Posted on by Yuliia

Join us at the 10th anniversary edition of the Dragon’s Teeth Festival, organised by ASPIRE Poland.

We are proud to announce that PCS Paruch Chruściel Stępień Kanclerz is a partner of this year’s edition.

On the main stage, our experts — Sławomir Paruch, Robert Stępień, and Marcin Sanetra — will deliver a keynote session: “Lay-offs, Unions, Loyalty — What’s Next for Work?”.

Labour law is no longer a back-office issue – it’s shaping boardroom strategy. Lay-offs, unionisation, new ways of working, and the spread of B2B contracts are rewriting the rules. Add to that the rise of employee monitoring and digital tracking, and the liabilities for employers are multiplying fast.

In this interactive lab, experts from PCS put today’s hot topics on the table and invite the audience to debate, question, and share experiences. Expect provocative prompts, real-world dilemmas, and practical insights into how organisations can balance flexibility, compliance, and trust.

Takeaways:

  • Spot the key legal shifts shaping HR strategy in the next 5-10 years.
  • Understand risks around lay-offs, unionisation, B2B contracts, and digital tracking.

Date: 8th October 2025, Cracow.
Detailed agenda and registration: here.

Non-competition clauses: essential tools for protecting employer interests

Posted on by Yuliia

The non-competition clause is a powerful tool in employment relationships. For many employers, safeguarding the company’s interests against the potential misuse of know-how, client base, or confidential information is crucial. Consequently, employers must ensure the contractual prohibition is properly drafted, clearly outlining its limits and the appropriate sanctions for any potential breach. – Sandra Szybak-Bizacka and Kajetan Zając comment for Rzeczpospolita.

Full article in Polish avialible: here.

 

Interview “Blajer says Business”: Testing shortened working time

Posted on by Yuliia

The ministerial programme designed to reduce employee working hours is more flexible than commonly believed. It offers various methods for achieving reduced hours, which do not necessarily have to result in a shorter working week. In other words, the programme is not strictly limited to four days instead of five. Companies enrolling in the programme were free to choose different ways of reducing working hours in their applications, such as shorter workdays or more days off, provided the employee pay remained unchanged despite the reduction in time. – Marcin Sanetra discusses this with Paweł Blajer for BIZNES24.

The interview is available here.

Good morning HR

Posted on by Yuliia

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Good morning HR | 41/25 | download here.

  • Significant increase in fees for legalizing foreign nationals’ employment – comments from MSWiA.
  • More support for companies employing people with disabilities.
  • Including income and costs from fixed assets in health insurance contribution calculations.
  • E-contracts – new features and enhanced security.

Good morning HR | 40/25 | download here.

  • Supreme Court: pre-retirement protection against termination extends to fixed-term contracts.
  • Data Protection Office: company president cannot serve as data protection officer.
  • Ministry rejects calls to unify disability pension amounts.
  • CJEU Advocate General: publishing doped athletes’ names violates data protection law.

Good morning HR | 39/25 | download here.

  • Service length redefined: final approval pending.
  • Senate approves end of dual archiving for electronic ZUS submissions.
  • No increase to health insurance contributions.
  • Presidential signature affirms changes to Ukrainian assistance act.
  • Government prioritises new employee Ombudsperson.
  • CJEU: data access requests exploiting right to compensation ruled abusive.

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2024

Good morning HR | 53/24 | download here.

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2023

Good morning HR | 50/23 | download here.

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2022

Good morning HR | 52/22 | download here.

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