Labour law 2025: New rules affecting employers and employees in Poland

The year 2025 has brought significant changes to Polish labor law, directly affecting both employers and employees. Many of these updates require companies to quickly adapt to an evolving regulatory environment. Below is a brief overview of the key changes.

Minimum wage increase in 2026

From January 1, 2026, the minimum monthly wage for employment contracts will rise to PLN 4,806 gross (approx. EUR 1,137) and the minimum hourly rate for civil law contracts to PLN 31.40 gross (EUR 7.43).

The new rates also affect the amount of, among other things: night work allowance, certain employee compensation payments and the maximum statutory severance pay due to termination of employment contract for reasons not related to an employee.

New rules for employing foreigners

This year also brought a thorough reform of the rules governing the legalization of work and residence of foreigners in Poland. Numerous changes include, among others, the digitization of procedures for entrusting work to foreigners and the introduction of a fast track for obtaining work permits. Additionally, the Polish government expanded the list of reasons for refusing to issue permits or enter a declaration of employment, introduced new rules for the posting of foreigners, restrictions on visas (for taking up employment) and additional information obligations for employers. The modifications also covered the procedure for temporary residence and work permits and the rules for the operation of employment agencies, and new regulations concerning the EU Blue Card were introduced for highly qualified specialists.

A broader ban on e-cigarettes

During summer 2025, the legal definition of an electronic cigarette was expanded to include both nicotine and nicotine-free products. As a result, the ban on vaping in workplaces applies now to all e-cigarettes, regardless of their composition. Violations may result in fines and disciplinary measures.

Ending the storage of paper insurance documents

On November 4, 2025, the obligation for payers to store paper applications to the Polish Social Insurance Institution (ZUS) was abolished. Until that date, employers were required to store documents in a paper form for five years, but the obligation of additional archiving was criticized as excessive. This is a positive change that reduces unnecessary paperwork, as the documents were being preserved by the authority anyway.

New register of collective labour agreements

New regulations adopted in December 2025 simplify the conclusion and registration of collective labour agreements. A central register - the National Register of Collective Labour Agreements, will be created and will improve access to agreement texts and transparency.

Pay transparency in recruitment – first steps toward implementing the EU Directive

Starting December 24, 2025, employers will be required to inform job candidates about the proposed salary or the initial salary range for a given position, as well as relevant provisions of remuneration regulations or collective agreements. This information must be provided either in the job advertisement, before the interview, or before employment begins.

Additionally, the employer will also need to ensure that job advertisements and job titles are gender-neutral during recruitment process, and that the entire recruitment process is conducted in a non-discriminatory manner.

Further work is currently underway on implementing the remaining provisions of the UE Pay Transparency Directive.

Major change in calculating length of service

Length of service will no longer be limited to hiring under an employment contract. Previous periods of service under civil-law contracts (such as mandate contract, etc.) will also count, provided they are properly documented. This change may affect key employee’s entitlements, including annual leave, notice periods, severance pay, seniority allowances, and jubilee awards. New rules will come into force from January 2026 (and May 2026 in the private sector).

New rules of sick leave

The amendment concerning new rules of sick leave, is in its final stage and is waiting for the President’s signature. Under the proposed changes, employees could lose their sick pay if they perform paid work or other activities that slow down recovery. Everyday tasks, like going to the pharmacy, would still be allowed. For the first time, they would be able to perform work for one employer while on sick leave from another, as long as it doesn’t interfere with their recovery.

Although the previous year was marked by numerous changes, the Polish legislator does not seem to be slowing down in the year ahead. Several interesting proposals have already been presented, focusing on simplifying certain formalities and facilitating communication with employees and their representatives. These initiatives suggest that businesses and employees can expect continued efforts to streamline processes and enhance the efficiency and transparency of workplace interactions.

The article was prepared by att. Marta Rogocz and att. Dominika Buchal from our Polish member firm Zawirska Ruszczyk. 

For any questions related to the Polish Labour Code or employment related topics, please reach out to them or to our representatives Patrycja Zawirska or Grzegorz Ruszczyk