employment | In Principle

In today’s knowledge-based economy, consolidations of enterprises are common—sometimes even between competitors. Employment reductions are a natural part of any consolidation, but are a source of legal risks for merging competitors. Such risks are hard to eliminate, but does it have to end in stalemate?

Properly maintaining and storing payroll documentation may prove highly important even many years after an employee ceases working with the employer.

An employer cannot admit a drunk employee to work. But may the employer subject the employee to a breathalyser test? What other evidence can the employer use if the employee is fired and appeals to the labour court?

Temporary stay up to 3 years, application for a stay permit up to the day before the visa expires, and a single permit for stay and work: These are just a few of the advantages introduced by the new Foreigners Act.

The recent amendment of the Polish Labour Code introduced a requirement for employers to prepare work schedules for all employees. The new rules raise new doubts surrounding organisation of working time without eliminating the existing doubts.

Under the amended provisions of the Polish Labour Code, in effect since 23 August 2013, employers are now permitted to apply approaches to determining employees’ working time that are more flexible than under the previous law.

An amendment to the Polish Labour Code effective 23 August 2013 changed the regulations concerning working time. The new rules, allowing highly flexible working arrangements, carry over solutions previously in effect under the Anti-Crisis Act.

Current law does not provide any special regulations for an employer in Poland delegating an employee to perform work abroad, but delegation abroad may be carried out on the basis of the general regulations of employment law.

Parental leave and swift entry into force of increased additional maternity leave – main amendments

The Labour Code enables an employer to assign work to an employee differing from the work described in the employment contract without formally amending the contract, but this does not mean boundless discretion to change the employee’s working conditions.

An employer has a duty to share with a trade union only information that is necessary to conduct union activity. But this covers a wide range of information about the employer’s situation.

Guarantees of future employment, eagerly sought by Polish trade unions, are detrimental to the employer but also costly to consumers and the State Treasury.