Latest Changes in Polish Employment Law (2025–2026)
Updated as of September 29, 2025
Key changes 2025
1) Minimum wage increase from January 1, 2025
Minimum monthly salary: 4,666 PLN gross; hourly rate: 30.50 PLN gross.
What this means in practice
- Review salaries, bonuses, and pay scales (to avoid “flattening” of wages).
- Check civil law contracts: the hourly rate also cannot be lower than the minimum.
2) December 24 (Christmas Eve) — official holiday starting 2025
The President signed the changes at the end of 2024; from 2025, December 24 is a non-working day. Trade rules for pre-Christmas Sundays have also been adjusted.
In practice
- Reschedule work shifts.
- Close shifts/cash desks.
- Update rules for work on December trading Sundays.
3) Additional leave for parents of premature and hospitalized children
Since 19.03.2025, amendments to the Labor Code grant up to 8 or up to 15 weeks of additional leave after the standard “maternity leave,” depending on the child’s condition and length of treatment.
In practice
- Update HR policies, systems, and application forms.
- Plan replacements and adjust payroll budget.
4) New rules for employing foreigners (from 01.06.2025)
The Act of 20.03.2025 came into force. Mandatory electronic submission of documents; extended grounds for refusal; fines for violations and restrictions on “employee outsourcing” outside agencies.
Briefly what changed
- Before: paper channels; weaker control; loopholes for “grey” outsourcing.
- Now: only electronic applications; new grounds for refusal; penalties for illegal “leasing” of staff; requirements for agencies.
What to do
- Check subcontracting chains and eliminate illegal outsourcing.
- Switch fully to electronic document workflow with signatures.
- Conduct an audit of the legality of foreign employment.
5) Pay transparency: first stage from 24.12.2025
Amendments to the Labor Code were published, introducing obligations at the recruitment stage: indicate pay ranges, prohibition on asking about previous salary, advertisements must be neutral. Full implementation — by June 7, 2026.
In practice
- Rewrite job posting templates.
- Update interview scripts.
- Introduce standardized pay bands.
6) Labor Inspectorate (PIP) plans and priorities 2025–2027
PIP announces about 55,000 inspections in 2025. Focus: legality of employment, working hours, wage payments, equal pay, remote work, OHS, protection of whistleblowers.
In practice
- Conduct a “self-check” based on a checklist.
- Verify time tracking and overtime records.
- Update remote work and OHS policies.
What is coming in 2026
A) Maximum workplace temperatures (draft)
The Ministry of Labor is preparing regulations on maximum permissible temperatures. A ban on work above 35 °C (32 °C outdoors) may take effect in 2026.
In practice now
- Assess heat-related risks.
- Ensure ventilation, cooling, water, and shade.
- Reschedule work to early/late hours.
B) Extension of the concept of work seniority from 01.01.2026 (draft)
It is planned to include self-employment, civil law contracts with contributions, military service, doctoral studies, unemployment, and confirmed work abroad into work seniority.
C) Full implementation of the EU Pay Transparency Directive by 7.06.2026
Next requirements: employees’ right to request pay information, complaint and sanction mechanisms, reporting on pay gaps. Preparation for data collection for 2026 is needed.
Comparison before / after
| Topic | Before | After |
|---|---|---|
| Minimum wage | 4300 PLN (07.2024) | 4666 PLN + 30.50 PLN/hour from 01.01.2025 |
| December 24 | Working day | Official holiday |
| Parental leave | No additional compensation | Up to 8/15 weeks of additional leave |
| Employment of foreigners | Paper procedures, weaker control | Electronic applications, new grounds for refusal, sanctions |
| Pay transparency | Optional pay ranges, allowed to ask about salary | Mandatory pay ranges, forbidden to ask about previous salary |
| PIP inspections | General inspections | 55,000 inspections, focus on legality of employment and OHS |
Practical implementation checklists
For employers / HR
- Update salaries and contracts in line with the minimum wage.
- Reschedule December work calendars.
- Add pay ranges to job postings.
- Move foreign worker processes into electronic format.
- Ensure reporting channels for violations are in place.
- Prepare a plan for heat waves.
- Conduct an internal audit before PIP inspections.
For employees
- Check if your wage meets the minimum rate.
- Use your right to additional leave in case of a premature birth or child hospitalization.
- From 24.12.2025, during interviews you must be informed about pay ranges; questions about previous salary are forbidden.
What to watch out for in 2026
- Pay transparency: next stages until 7.06.2026; first reports in 2027.
- Maximum temperatures: likely new regulations in 2026.
- Seniority: possible inclusion of new periods into work seniority.