Month: April 2026

For a job evaluation system to support a company’s pay policy, it must be based on clear, objective and measurable criteria. They should reflect the actual duties, level of responsibility, required effort and working conditions associated with each role. When designed and implemented properly, it can help to create a more structured and organised workplace. – Sławomir Paruch, Julita Kołodziejska, and Palina Pauliga comment for Dziennik Gazeta Prawna.

Full article in Polish available: here. 

One of the biggest arguments in favour of mediation is time. This form of dispute resolution allows conflicts to be resolved more quickly, which is an advantage given how long court proceedings can take. However, the benefits go beyond the shortened time. Mediation helps to prevent conflicts form escalating. It avoids involving witnesses unnecessarily, as hearings often intensify the dispute and increase its public visibility. – Sławomir Paruch comments for Dziennik Gazeta Prawna.

Full article in Polish available: here.

Legal changes, growing concerns about the National Labour Inspectorate (PIP) inspections, and increasing employee claims are contributing to the declining popularity of contracts for specific work. In addition, the strict approach taken by the Social Insurance Institution (ZUS) often leads to decisions that conflict with the nature of these contracts and with basic principles of civil law, including the freedom to decide on the terms of cooperation. During inspections, ZUS reviews whether a contract for specific work truly meets the legal requirements for this type of agreement. In many cases, inspectors reclassify such contracts as mandate contracts or even employment contracts. This would not necessarily be problematic if the decisions reflected the actual nature of the cooperation and the intentions of both parties. However, ZUS decisions can sometimes contradict both the parties’ intentions and the way the work was performed. – Robert Stępień comments for Dziennik Gazeta Prawna.

Full article in Polish available: here.

Employers are increasingly reluctant to use formal disciplinary measures, as the process often involves excessive formalities and the threat of lengthy litigation. Consequently, we frequently advise clients to adopt less formalised solutions instead. One common strategy involves systematically documenting incidents using file notes, written up as soon as possible after a breach. Furthermore, employers often resort to disciplinary letters and fact-finding interviews, which highlight misconduct and clarify expectations without triggering formal procedures. This approach allows employers to effectively manage staff conduct and build a documented record of breaches to support future personnel decisions. Robert Stępień and Michał Bodziony, lawyers, comment to Dziennik Gazeta Prawna.

Full article in Polish available: here.

Current provisions within the Labour Code regarding the purposes of non-visual monitoring do not align with the practical requirements and solutions used in the modern workplace. For example, monitoring of IT resources is essential for data protection, allowing employers to oversee the downloading of files and data. In turn, tools installed in company cars that measure and record driving parameters or any road incidents serve both the safety of the user and the protection of the employer’s property. Many employers remain uncertain about the legal compliance of these tools under existing rules. Therefore, it would be beneficial to define the purposes of monitoring more broadly, perhaps by aligning them with the concept of legitimate interest as established in the GDPR – Paweł Sych comments to Dziennik Gazeta Prawna.

Full article in Polish available: here.

The court has clarified that a summary dismissal in a public place does not fall under the scope of personal data protection. The ruling emphasised that the General Data Protection Regulation (GDPR) is not intended to offer exhaustive protection of rights in this area, and that its provisions do not apply universally to every instance of personal data processing. – Paweł Sych and Patryk Kozieł comment to Rzeczpospolita.

Full article in Polish available: here.

Legislation designed to close the gender pay gap is also providing tools needed to highlight other unjustified biases, such as age discrimination. Therefore, the discussion surrounding equal pay has moved beyond theoretical debate – it now represents a significant legal and business risk for organisations to manage on a daily basis. – Sławomir Paruch, Julita Kołodziejska and Wiktoria Haczkiewicz comment to Dziennik Gazeta Prawna.

Full article in Polish available: here.

Landmark Supreme Court decisions of 2025 have redefined the labour law landscape for employers. The Court addressed in these rulings the higher performance expectations for management, the limits of trade union immunity, and the broadening of pre-retirement protections for fixed-term staff. These judgments offer practical guidance for organisations currently structuring their HR strategies and financial budgets for 2026. – Sławomir Paruch, Marcin Szlasa-Rokicki, Oskar Kwiatkowski and Julia Rożen comment to Dziennik Gazeta Prawna.

Full article in Polish available: here.