Polish Labor Law Overhaul: Proving Mobbing Made Easier

The Polish Sejm has passed legislative amendments to the Labor Code, effective June 19, 2026, aimed at strengthening protections against workplace bullying and clarifying employer liability regarding organizational culture.

End of the Era of Impunity

For years, Polish labor law imposed a significant burden on victims of workplace harassment. The current Labor Code defines mobbing as systematic and long-term torment or intimidation, a high bar that has made successful litigation rare.

Legal counsel Kinga Konopelko identifies time as the primary barrier to seeking damages or compensation for health impairment. She notes that employees often seek help only after situations have persisted for months or years, emphasizing that documenting events and employer responses early is essential for legal claims.

Legislative Changes and Organizational Responsibility

The Sejm passed amendments to the Labor Code on June 19, 2026, which refine the definition of mobbing and facilitate the practical application of the law. Under these new provisions, mobbing will no longer be viewed exclusively as an act between two individuals.

According to Konopelko, workplace issues may now stem from institutional tolerance, poor communication culture, undue pressure, and ambiguous procedures. Employers are now held accountable for the broader organizational environment.

Management Boundaries and Personal Dignity

Legal expert Aleksandra Złotucha clarifies that managers retain the right to verify the performance of subordinates. However, the legal boundary is the protection of personal dignity.

Management styles that rely on fear, humiliation, or isolation are now clearly disqualified under the law. HR departments and managers must now precisely distinguish legitimate management techniques from unlawful behavior.