In 2025, Poland made significant changes to its employment laws that will affect both employers and employees. These updates present new opportunities but also require businesses to act swiftly to remain compliant. By understanding these changes, organisations can avoid legal issues and ensure fair treatment for their workforce.
1. Increase in Minimum Wage and Hourly Rate
Starting January 1, 2025, Poland raised the minimum monthly wage to PLN 4,666 gross and the minimum hourly rate to PLN 30.50 gross. This increase benefits low-income workers and impacts benefits and compensation tied to the minimum wage. Businesses will need to review their payroll structures accordingly.
2. Christmas Eve as a New Public Holiday
December 24th (Christmas Eve) is now an official public holiday in Poland. Effective from 2025, this grants employees an additional day off to celebrate the holiday. Businesses that previously operated on Christmas Eve will need to adjust their schedules.
3. Expanded Parental Leave for Parents of Premature or Hospitalised Newborns
As of March 19, 2025, parents of premature infants or those requiring extended hospitalisation can take additional maternity leave. The leave ranges from 8 to 15 weeks, depending on the child’s condition, and is paid at 100% of the parent’s salary.
4. Changes to Unemployment Benefits
Poland expanded eligibility for unemployment benefits in 2025. Now, periods such as military service count towards benefit entitlement, offering broader coverage for those in non-traditional employment or uniformed services.
5. Pay Transparency Measures
To combat wage inequality, Poland is introducing stricter pay transparency rules. Employers must publish pay ranges in job ads and allow employees to access information on average pay levels within the company, promoting wage fairness and equality.
6. Increased Wage Subsidies for Disabled Workers
Employers who hire workers with disabilities will benefit from increased wage subsidies. These expanded subsidies encourage inclusive hiring practices and provide more support for disabled employees in the workplace, fostering a diverse and supportive work environment.
7. New definition of Mobbing
Poland has introduced a new, definition of mobbing in its 2025 employment law updates. The Government Legislation Centre published a draft amendment to the Labour Code. Mobbing now refers to any persistent harassment to an employee as well as any behaviour which aims to humiliate or ridicule an employee. The draft aims to ensure employers are more accountable for preventing and addressing mobbing, providing greater protection for workers and fostering healthier, more respectful work environments. The date of implementation for these changes is yet to be determined.
8. Strengthened Powers for the State Labour Inspectorate
The State Labour Inspectorate (PIP) has gained enhanced powers. It can now convert civil law contracts into employment contracts, particularly in cases of “bogus self-employment.” These changes aim to strengthen worker protections and ensure fair labour practices across Poland. This reform is expected to be implemented by Q2 2026.
Adapting to Poland’s 2025 Employment Law with 360 Business Law
As Poland’s employment law evolves in 2025, employers must stay vigilant to comply with the new regulations. These changes improve workers’ rights and promote fairness for businesses. If your business operates in Poland or hires workers from the region, staying informed about these updates is crucial to avoid legal risks.
At 360 Business Law, we offer expert legal support to businesses navigating complex employment laws across multiple jurisdictions. Our team can help you implement the necessary adjustments to your policies and practices, ensuring compliance with both local and international employment laws. Contact us today to learn how we can help your business stay ahead of legal changes.