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Changes in labor law 2023

With the implementation of the provisions of the Directive of the European Parliament and of the Council (EU) 2019/1152 of 20.6.2019, on transparent and predictable working conditions in the European Union (Official Journal of the EU. L No. 186, p. 105), significant changes will occur in the Polish Labor Code. There will be greater transparency in the detailed terms and conditions of employment and stabilization of the rules regarding the probationary period.

The implementation of the EU’s work-life balance directive will also begin in 2023. Due to protracted legislative work, it is unclear when exactly the changes will take effect.

The Government Legislation Center has published a new version of the Labor Code, which will take into account the modification of provisions resulting from Council Directive (EU) 2019/1158. The implementation was to be completed by August 2, 2022. Unfortunately, work on the project has dragged on. The work-life balance bill is aimed at equalizing parental responsibilities and entitlements among working women and men. The changes are intended not only to make it easier for employees to reconcile work and family life, but also to mobilize fathers to actively use the parental, guardianship and paternity leaves to which they are entitled.
One of the significant changes will include. Taking away the possibility for employees to transfer part of their parental leave, for example, from the father to the mother. Once the changes are implemented, fathers will be entitled to take their 9 weeks of parental leave. During this time, they can collect an allowance of 70% of the average annual salary. If they do not use the leave within 12 months – the leave will be forfeited and cannot be transferred to the mother.
The EU work-life balance directive will also affect: changing the amount of parental allowance (in favor of parents), extending parental leave, introducing additional caregiving leave, or allowing working parents to use remote work.

The new regulations will also affect human resources and payroll departments. The government has announced significant changes to labor regulations and employee record-keeping rules. New templates will be introduced for personnel documents, e.g., applications for changes in working conditions, information sheets on employment conditions, etc.