“What do both of these projects have in common? First of all […] the safety of employees, whom the law and the institutions governing it will better protect against abuse, exploitation and violence, and the safety of employers, better protection against unfair competition, but also greater clarity and transparency of regulations,” wrote the head of the Ministry of Family, Labor and Social Policy.
What exactly will the act change in the lives of employees and employers? As indicated on the ministry's website, the new regulations are intended to simplify the definition of mobbing and increase protection against undesirable actions in the workplace, but also against false accusations.
Importantly, it has been established higher compensation for peoplewho have experienced mobbing – these are the main assumptions of the draft bill prepared by the Ministry of Family, Labor and Social Policy. On February 17, 2026, the Council of Ministers adopted this project.
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“The current definition of mobbing is unclear and incomprehensible to both employees and employers. For behavior to be considered mobbing, several elements must occur in parallel,” we read on the ministry's website.
Here is the list of elements that officials found to meet the conditions for being called “mobbing”:
- there are actions or behaviors relating to or directed against an employee (group of employees);
- these impacts involve harassment or intimidation; they are persistent and long-lasting;
- incidental activities were excluded from the definition;
- these actions may be physical, verbal and non-verbal;
- these interactions cause or are intended to humiliate or ridicule the employee;
- effect: the employee has a lower assessment of professional suitability, a feeling of humiliation, ridicule or is isolated/eliminated from the team of colleagues.
“After over 20 years, it's time for changes,” says the ministry.
The draft amendment to the Labor Code introduces a number of proposals into the legal order, including: from many years of Supreme Court jurisprudence, conclusions from management sciences, psychology and sociology of work.
“First of all, we are adapting the definition of mobbing to the current times – it has to be practical and precise. Every employee must feel safe in their workplace,” explains the ministry Dziemianowicz-Bąk.
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The Sejm will soon consider the project.
The act is also intended to protect against false accusations. Among others for mobbing justified behavior towards an employee expressed in an appropriate form, in particular accountability for the entrusted work or criticism thereof, will not be recognized.
Very high compensation
The amount of compensation for mobbing has been increased – this will be the case minimum six times the minimum wage. Currently, the minimum wage is PLN 4,806 per month, so it would be a minimum of 28.8 thousand. zloty.
The project also assumes the introduction of an obligation to specify the principles of counteracting mobbing, discrimination and other violations of the principle of equal treatment in an internal document. This obligation applies to employers employing at least nine people, i.e. it does not apply to micro-enterprises.
“Employers employing fewer than nine people remain obliged to counteract mobbing and other undesirable phenomena in the workplace and to communicate to employees the rules and procedures adopted in this regard so that they have appropriate knowledge and information on this subject,” says the ministry.
