The amendment to the Labor Code is intended to protect employees against unfavorable treatment when the labor inspection confirms that they should have an employment contract.
With the amendment to the Code, inspectors of the National Labor Inspectorate will be able to administratively determine the existence of an employment relationship at the beginning of July. As “Gazeta Prawna” explains, the criterion that will determine the type of contract will not change. What will be decisive will be how the work itself is performed by the employee.
A new offense in the Labor Code from July 2026. Fines up to PLN 60,000. zloty
So far, employers could use repression against such people, e.g. by dismissing them or worsening employment conditions. Now such actions will be punishable by severe financial penalties. The changes are also intended to limit the abuse of civil law contracts.
As “Gazeta Prawna” explains, from July 8, 2026, an employer who violates the prohibition of unfavorable treatment of an employee after issuing a decision on the existence of an employment relationship will commit an offense.
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These are situations when someone works under a civil law contract and the inspection decides that an employment contract should be concluded. The employer will not be able to fire such a person or worsen his or her employment conditions.
Changes to the labor code are intended to protect employees
Importantly, the company will be able to “convert” a temporary contract into an employment contract on its own within 12 months. In this way, the company will avoid liability for offenses and fines.
The new regulations provide for a fine of PLN 2,000. up to 60 thousand PLN for violating employee rights. So far, the maximum fine was PLN 30,000. zloty. The change also applies to other offenses, e.g. failure to keep employee records or violating working time regulations.
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The justification for the act quoted by “Gazeta Prawna” states that the amendment is intended to enforce employee rights more effectively and limit the phenomenon of replacing employment contracts with civil law contracts. This is a response to the scale of abuse and the need for real protection of people whose employee status has been confirmed by the labor inspectorate.
