A discussion on a recent ruling, where the Supreme Court confirmed admissibility of earlier termination of a non-competition agreement following termination of employment through a unilateral termination made by the employer, if such way of termination was stipulated therein.

By winning a parliamentary majority in the last general election, PiS may now exercise power independently.

Two important employment law changes take effect from 21 March 2011.

In July, the law concerning work permits for overseas nationals changed. Workers delegated by international sports organisations to work in Poland will not have to obtain a work permit.

On 23 October 2014, the Polish Parliament adopted an amendment to the Social Security System Act to be signed by the President.

In Q4 2014 the cabinet is to adopt a draft amendment to the Labour Code. The changes are to pertain to but not be limited to the principles of the fixed-term employment.

On 17 June 2014, Directive 2014/67/EU of the European Parliament and of the Council of 15 May 2014 came into force.

An amendment to the Labour Code came into force broadening the scope of the classifications of work allowed on Sundays and holidays.

With effect from 1 January 2017 the law was changed to unify and extend the time allowed for appealing against a termination of employment.

The Polish Supreme Administrative Court ruled on 1 December 2009 that employers are not allowed to process employee biometric data for the purpose of recording work time.

These periods were previously 7 days in the case of a termination upon prior notice and 14 days in the case of termination without prior notice.

On 1 April 2015, an amendment to the Labour Code will come into force aimed at facilitating pre-employment health screening.

Resolving an employment dispute in an amicable way seems to be beneficial for both parties: the employer and the employee.

Poland’s Supreme Administrative Court (SAC) has recently ruled that an employer is not entitled to collect employees’ biometric data in the form of fingerprints in order to record employees’ entrance and exits times, even if the employees consent.

On 2 October 2012, Poland’s Constitutional Tribunal issued a judgment stating that the currently applied principles of settling bank holidays that fall on non-working days other than Sunday infringe the Constitution.

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.

With a significant rise in diagnoses, it is more important than ever that employers have an understanding and awareness of neurodiversity in the workplace.

Termination by an employee of a definite-term agreement (judgment of the Supreme Court dated 14 February 2012, file no. III PZP 5/11).

As an employer it is vital that you are informed on new labour law related issues that could negatively affect your organisation. In this legal insights we explore a number of these important legal points.

Labour and Employment Comparative Guide for the jurisdiction of Poland, check out our comparative guides section to compare across multiple countries