Dos And Don'ts For Internal Investigations

In Poland the most typical and common form of staff engagement are employment contracts, which are concluded for a definite or indefinite period of time.

Non-compete agreements or non-compete clauses are usually concluded with management staff, senior staff or employees/contractors operating in a specific industry, e.g. IT, high-tech, legal, finance.

On 8 July 2026, Poland introduces a new enforcement model significantly expanding the powers of the Labour Inspectorate and directly impacting both B2B contracts and mandate contracts (umowa zlecenie).

Poland's National Labour Inspectorate will gain unprecedented authority to administratively determine employment relationships starting July 2026, bypassing traditional court proceedings. This reform aims to combat worker misclassification under civil law contracts but has sparked intense debate over whether administrative bodies should wield such power traditionally reserved for independent courts. The changes promise faster worker protections while raising concerns about legal certainty, business flexibil

Poland has already implemented recruitment-related requirements from the EU Pay Transparency Directive, with broader legislation still pending. The proposed framework includes stricter procedural requirements...

The choice between an employment contract and cooperation in the business-to-business (B2B) model in Poland has for many years been one of the key issues at the intersection of tax law...

Establishing employment in Poland requires employers to navigate a complex framework of pre-employment obligations, from medical certifications and safety training to proper documentation and internal regulations. Understanding these mandatory steps is crucial for legal compliance and effective workforce management, particularly when hiring foreign nationals who face additional verification requirements.

On February 15, 2018 the long awaited draft of the Act on Employee Capital Plans was published.

As of 1 April 2015, the provisions of the Act on Facilitations in Conducting Business Activity come into force that provide for the possibility of concluding contracts with an employee on the basis of a valid medical certificate that had been issued the employee's previous employer.

In December 2025, Poland cemented its position as the front-runner in the race to implement the EU Pay Transparency Directive, with new legislation coming into force and a comprehensive draft bill being published.

Since 1 January 2023, employees who have worked for at least one year for the same employer are entitled to a minimum of 12 paid vacation days (in addition to the statutory paid holidays).

The Minimum Wage Council under the Ministry of Employment and Labor (MOEL) has set the 2026 minimum wage at KRW 10,320 per hour, a 2.9% increase from the current 2025 rate of KRW 10,030.

As US state legislatures conclude their 2026 sessions, artificial intelligence regulation has transitioned from an emerging policy area to a mainstream compliance obligation. This comprehensive analysis examines the patchwork of enacted AI legislation across consumer transparency, healthcare, and employment sectors, revealing what businesses operating across state lines must prioritize in the second half of the year.

The European Union has introduced a groundbreaking directive aimed at transforming the gig economy by establishing new protections for platform workers.

On 21 March 2025, the New Federal Law for the Protection of Personal Data in Possession of Private Parties came into effect, superseding and repealing the prior data protection law.

These shifts are increasing both transparency and risk, with closer monitoring of visitor activity, evolving 'permanent establishment' rules...

The Canadian province of British Columbia has introduced measures that prohibit employers from asking job applicants for pay history information.

The part of the proposal that has gotten the most public attention is a gradual increase in the retirement age from 62 to 64. There is much more to the plan, however.

The International Court of Justice has issued a landmark advisory opinion confirming that the right to strike is protected under ILO Convention No. 87, a treaty Australia ratified in 1973. While this opinion doesn't immediately change Australian domestic law, it creates a significant new reference point that unions may leverage in litigation, enterprise bargaining, and industrial relations reform discussions. Australian employers face potential challenges to existing Fair Work Act restrictions on protected

In Japan, standard working hours are limited to eight hours per day and 40 hours per week.