Month: October 2025

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.

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.

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.

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.