Sejm Passes Anti-Mobbing and Anti-Discrimination Bill

The Sejm has officially passed a government bill introducing new regulations to combat workplace mobbing, discrimination, and violence, pending final approval from the Senate and the President’s signature.

Updating Labor Law for Modern Realities

On June 19, 2026, the Sejm approved new anti-mobbing legislation drafted by the Ministry of Family, Labor and Social Policy. The bill now heads to the Senate for review. The primary driver behind these changes is that the current definition of mobbing, in effect for over two decades, is outdated and fails to address contemporary issues like remote work and digital communication.

A New Definition and Legal Standards

The proposed legislation, under document number 2289, aims to better protect employees by simplifying the definition of mobbing and standardizing forms of harassment. It introduces a “reasonable victim model,” ensuring that behavioral assessments consider both subjective feelings and objective circumstances. Additionally, the law increases minimum compensation for victims and strengthens protections against employer retaliation.

Refining Workplace Conduct

The new definition relies on Supreme Court jurisprudence and workplace psychology, characterizing mobbing as persistent harassment across all contact forms, including email, instant messaging, and video conferencing. It distinguishes between isolated incidents and systematic abuse, allowing for professional assessment rather than equating simple conflicts with bullying. Notably, legal action can be pursued without waiting for documented health impacts.

Employer Obligations and Prevention

Employers with at least nine staff members must now implement internal anti-mobbing policies through formal workplace regulations, with smaller firms required to take proactive measures despite the lack of a mandatory document. The law also mandates that employers actively monitor and respond to discrimination, with failure to do so exposing them to increased legal liability and higher minimum compensation requirements.