{"id":101176,"date":"2026-09-18T09:00:00","date_gmt":"2026-09-18T07:00:00","guid":{"rendered":"https:\/\/krs-adwokaci.pl\/index.php\/2026\/09\/18\/nowe-zasady-przeciwdzialania-mobbingowi\/"},"modified":"2026-10-09T10:51:49","modified_gmt":"2026-10-09T08:51:49","slug":"nowe-zasady-przeciwdzialania-mobbingowi","status":"publish","type":"post","link":"https:\/\/krs-adwokaci.pl\/en\/nowe-zasady-przeciwdzialania-mobbingowi\/","title":{"rendered":"New Rules on Preventing Workplace Bullying"},"content":{"rendered":"<div class=\"et_pb_section_0 et_pb_section et_section_regular et_flex_section\"><div class=\"et_pb_row_0 et_pb_row et_flex_row\"><div class=\"et_pb_column_0 et_pb_column et_flex_column et_pb_css_mix_blend_mode_passthrough et_flex_column_8_24 et_flex_column_8_24_tablet et_flex_column_24_24_phone\"><div class=\"et_pb_text_0 et_pb_text et_pb_bg_layout_light et_pb_module et_flex_module\"><div class=\"et_pb_text_inner\"><p>Updates \u00b7 18 September 2026<\/p>\n<\/div><\/div><div class=\"et_pb_heading_0 et_pb_heading et_pb_module et_flex_module\"><div class=\"et_pb_heading_container\"><h1 class=\"et_pb_module_header\">New Rules on Preventing Workplace Bullying<\/h1><\/div><\/div><div class=\"et_pb_text_1 et_pb_text et_pb_bg_layout_light et_pb_module et_flex_module\"><div class=\"et_pb_text_inner\"><p>Changes to the Labour Code and the Code of Civil Procedure concerning workplace bullying will take effect on 5 November 2026. In particular, the amendment clarifies the definition of bullying and employers\u2019 preventive duties, while changing employee protection and the rules for pursuing related claims.<\/p>\n<\/div><\/div><\/div><div class=\"et_pb_column_1 et_pb_column et-last-child et_flex_column et_pb_column_empty et_pb_css_mix_blend_mode_passthrough et_flex_column_8_24 et_flex_column_8_24_tablet et_flex_column_24_24_phone\"><\/div><\/div><div class=\"et_pb_row_1 et_pb_row et_flex_row\">\n<div class=\"et_pb_column_2 et_pb_column et-last-child et_flex_column et_pb_css_mix_blend_mode_passthrough et_flex_column_24_24 et_flex_column_24_24_tablet et_flex_column_24_24_phone\">\n<div class=\"et_pb_group_0 et_pb_group et_pb_module et_flex_group et_pb_css_mix_blend_mode_passthrough\">\n<div class=\"et_pb_group_1 et_pb_group et-last-child et_pb_module et_flex_group et_pb_css_mix_blend_mode_passthrough\"><\/div>\n<\/div>\n\n<div class=\"et_pb_text_2 et_pb_text et_pb_bg_layout_light et_pb_module et_flex_module\"><div class=\"et_pb_text_inner\"><\/div><\/div>\n<\/div>\n<\/div><\/div><div class=\"et_pb_section_1 et_pb_section et_section_regular et_flex_section\"><div class=\"et_pb_row_2 et_pb_row et_flex_row\"><div class=\"et_pb_column_3 et_pb_column et_flex_column et_pb_css_mix_blend_mode_passthrough et_flex_column_8_24 et_flex_column_8_24_tablet et_flex_column_24_24_phone\"><div class=\"et_pb_text_3 et_pb_text et_pb_bg_layout_light et_pb_module et_flex_module\"><div class=\"et_pb_text_inner\"><p>01<\/p>\n<\/div><\/div><div class=\"et_pb_heading_1 et_pb_heading et_pb_module et_flex_module\"><div class=\"et_pb_heading_container\"><h2 class=\"et_pb_module_header\">A New Definition of Workplace Bullying<\/h2><\/div><\/div><\/div><div class=\"et_pb_column_4 et_pb_column et-last-child et_flex_column et_pb_css_mix_blend_mode_passthrough et_flex_column_8_24 et_flex_column_8_24_tablet et_flex_column_24_24_phone\"><div class=\"et_pb_text_4 et_pb_text et_pb_bg_layout_light et_pb_module et_flex_module\"><div class=\"et_pb_text_inner\"><p>Workplace bullying is not a new concern for the legislature. The new rules simplify Article 94\u00b3 \u00a7 2, defining it as persistent harassment of an employee. The previous requirement of prolonged duration is removed, with the focus instead on repetition and a recurring or continuous nature. A single incident, such as an inappropriate comment by a supervisor about work quality, will generally not suffice. Regularly undermining an employee\u2019s competence and ridiculing them at team meetings calls for a different assessment.<\/p>\n<p>Article 94\u00b3 \u00a7 4 also introduces a non-exhaustive list of behaviours that may constitute bullying, including:<\/p>\n<ul>\n<li>humiliation<\/li>\n<li>degrading treatment, such as repeatedly addressing an employee with offensive or contemptuous expressions or statements diminishing their value as an employee<\/li>\n<li>intimidation<\/li>\n<li>unfairly lowering assessments of an employee\u2019s professional suitability<\/li>\n<\/ul>\n<ul>\n<li>unjustified criticism, belittling or ridiculing an employee<\/li>\n<li>obstructing functioning in the workplace, including achieving results, performing duties, using skills, communicating with colleagues or accessing necessary information<\/li>\n<li>isolating an employee or excluding them from the team<\/li>\n<\/ul>\n<p>Bullying includes physical, verbal and non-verbal conduct. It may involve direct statements or actions towards an employee, as well as repeated, conspicuous ignoring or isolation from the team. Under Article 94\u00b3 \u00a7 6 of the Labour Code, instructing or encouraging others to engage in bullying also constitutes bullying. An example is a supervisor encouraging team members to isolate a particular employee or obstruct their access to information needed for their duties.<\/p>\n<p>The amendment also makes clear that bullying need not originate with the employer or immediate supervisor. Article 94\u00b3 \u00a7 8 covers, among others, colleagues of equal rank, subordinates, other employees and people working outside an employment relationship. A perpetrator may act alone or with others. Bullying may therefore occur downwards, between colleagues or upwards from a subordinate to a manager.<\/p>\n<p>The legislature also draws a clear boundary between bullying and the proper exercise of management powers. Under Article 94\u00b3 \u00a7 9, justified conduct expressed in an appropriate manner, particularly holding employees accountable for assigned work or criticising that work, cannot constitute bullying.<\/p>\n<\/div><\/div><\/div><\/div><\/div><div class=\"et_pb_section_2 et_pb_section et_section_regular et_flex_section\"><div class=\"et_pb_row_3 et_pb_row et_flex_row\"><div class=\"et_pb_column_5 et_pb_column et_flex_column et_pb_css_mix_blend_mode_passthrough et_flex_column_8_24 et_flex_column_8_24_tablet et_flex_column_24_24_phone\"><div class=\"et_pb_text_5 et_pb_text et_pb_bg_layout_light et_pb_module et_flex_module\"><div class=\"et_pb_text_inner\"><p>02<\/p>\n<\/div><\/div><div class=\"et_pb_heading_2 et_pb_heading et_pb_module et_flex_module\"><div class=\"et_pb_heading_container\"><h2 class=\"et_pb_module_header\">Employees\u2019 Claims Relating to Bullying<\/h2><\/div><\/div><\/div><div class=\"et_pb_column_6 et_pb_column et-last-child et_flex_column et_pb_css_mix_blend_mode_passthrough et_flex_column_8_24 et_flex_column_8_24_tablet et_flex_column_24_24_phone\"><div class=\"et_pb_text_6 et_pb_text et_pb_bg_layout_light et_pb_module et_flex_module\"><div class=\"et_pb_text_inner\"><p>The amendment significantly changes the remedies available to an employee who has experienced bullying. Under the revised Article 94\u00b3 \u00a7 11 of the Labour Code, the employee may claim non-material compensation of at least six times the minimum wage or damages from the employer. The statutory minimum applies only to non-material compensation.<\/p>\n<p>The conditions for claiming non-material compensation also change. Currently, this remedy is available where bullying has caused ill health. The new Article 94\u00b3 \u00a7 11 grants it to every employee who has experienced bullying, without requiring proof of resulting ill health.<\/p>\n<p>Separately, the new provision allows damages to be claimed from the employer. The existing Article 94\u00b3 \u00a7 4 guaranteed damages of at least the minimum wage to an employee who experienced bullying or terminated their employment because of it. The amendment removes this minimum threshold for damages.<\/p>\n<\/div><\/div><\/div><\/div><\/div><div class=\"et_pb_section_3 et_pb_section et_section_regular et_flex_section\">\n<div class=\"et_pb_row_4 et_pb_row et_flex_row\">\n<div class=\"et_pb_column_7 et_pb_column et-last-child et_flex_column et_pb_css_mix_blend_mode_passthrough et_flex_column_24_24 et_flex_column_24_24_tablet et_flex_column_24_24_phone\">\n<div class=\"et_pb_text_7 et_pb_text et_pb_bg_layout_light et_pb_module et_flex_module\"><div class=\"et_pb_text_inner\"><p>&#x260e;&#xfe0e;<\/p>\n<\/div><\/div>\n\n<div class=\"et_pb_heading_3 et_pb_heading et_pb_module et_flex_module\"><div class=\"et_pb_heading_container\"><h2 class=\"et_pb_module_header\">Would You Like to Speak to Our Experts?<\/h2><\/div><\/div>\n\n<div class=\"et_pb_text_8 et_pb_text et_pb_bg_layout_light et_pb_module et_flex_module\"><div class=\"et_pb_text_inner\"><p><a href=\"tel:+48422076666\">+48 42 207 6666<\/a><\/p>\n<\/div><\/div>\n<\/div>\n<\/div>\n<\/div><div class=\"et_pb_section_4 et_pb_section et_section_regular et_flex_section\"><div class=\"et_pb_row_5 et_pb_row et_flex_row\"><div class=\"et_pb_column_8 et_pb_column et_flex_column et_pb_css_mix_blend_mode_passthrough et_flex_column_8_24 et_flex_column_8_24_tablet et_flex_column_24_24_phone\"><div class=\"et_pb_text_9 et_pb_text et_pb_bg_layout_light et_pb_module et_flex_module\"><div class=\"et_pb_text_inner\"><p>03<\/p>\n<\/div><\/div><div class=\"et_pb_heading_4 et_pb_heading et_pb_module et_flex_module\"><div class=\"et_pb_heading_container\"><h2 class=\"et_pb_module_header\">Employers\u2019 Claims Relating to Bullying<\/h2><\/div><\/div><\/div><div class=\"et_pb_column_9 et_pb_column et-last-child et_flex_column et_pb_css_mix_blend_mode_passthrough et_flex_column_8_24 et_flex_column_8_24_tablet et_flex_column_24_24_phone\"><div class=\"et_pb_text_10 et_pb_text et_pb_bg_layout_light et_pb_module et_flex_module\"><div class=\"et_pb_text_inner\"><p>A new feature is the express right of recourse against the person responsible for the bullying. Under the new Article 94\u00b3 \u00a7 12, an employer who has paid compensation or damages to an employee may seek reimbursement from the perpetrator, in an amount reflecting the respective degrees of fault of that person and the employer in causing the loss.<\/p>\n<p>In practice, payment to the employee need not ultimately be borne solely by the employer. For example, where the bullying arose from a supervisor\u2019s conduct and the employer paid compensation to the affected<\/p>\n<p>employee, the employer may then seek reimbursement from the perpetrator. The claim need not equal the full amount paid: it will depend on the respective degrees of fault of the perpetrator and employer.<\/p>\n<\/div><\/div><\/div><\/div><\/div><div class=\"et_pb_section_5 et_pb_section et_section_regular et_flex_section\"><div class=\"et_pb_row_6 et_pb_row et_flex_row\"><div class=\"et_pb_column_10 et_pb_column et_flex_column et_pb_css_mix_blend_mode_passthrough et_flex_column_8_24 et_flex_column_8_24_tablet et_flex_column_24_24_phone\"><div class=\"et_pb_text_11 et_pb_text et_pb_bg_layout_light et_pb_module et_flex_module\"><div class=\"et_pb_text_inner\"><p>04<\/p>\n<\/div><\/div><div class=\"et_pb_heading_5 et_pb_heading et_pb_module et_flex_module\"><div class=\"et_pb_heading_container\"><h2 class=\"et_pb_module_header\">New Employer Obligations<\/h2><\/div><\/div><\/div><div class=\"et_pb_column_11 et_pb_column et-last-child et_flex_column et_pb_css_mix_blend_mode_passthrough et_flex_column_8_24 et_flex_column_8_24_tablet et_flex_column_24_24_phone\"><div class=\"et_pb_text_12 et_pb_text et_pb_bg_layout_light et_pb_module et_flex_module\"><div class=\"et_pb_text_inner\"><p>The amendment goes beyond a general duty to counteract bullying. The new Article 94\u00b3 \u00a7 1 requires employers to act systematically, particularly through prevention, detection, an appropriate response, remedial action and support for those affected.<\/p>\n<p>The amendment also requires these measures to be formalised. Under Article 94\u00b3a \u00a7 1, employers with at least ten employees must establish rules, procedures and the frequency of activities in four areas:<\/p>\n<ul>\n<li>preventing infringements of employees\u2019 dignity and other personal rights<\/li>\n<li>preventing breaches of equal treatment in employment<\/li>\n<li>preventing discrimination<\/li>\n<li>preventing workplace bullying.<\/li>\n<\/ul>\n<p>These rules may first be set out in a collective agreement or work regulations. If neither document covers them, an employer with at least ten employees must adopt separate regulations.<\/p>\n<p>In practice, an employer cannot simply state that it \u201ccounteracts bullying\u201d. Internal rules must address the three elements expressly required by the legislature: rules, procedures and<\/p>\n<p>the frequency of action. The Act leaves employers discretion over the specific measures used to achieve these aims.<\/p>\n<p>For example, regulations may specify to whom and how an employee should report behaviour that could constitute bullying.<\/p>\n<p>a) Agreeing the Regulations with Employee Representatives<\/p>\n<p>The employer cannot adopt the regulations unilaterally without first following the statutory consultation and agreement procedure. The method primarily depends on whether workplace trade union organisations operate within the business.<\/p>\n<p>The procedure cannot block adoption indefinitely. If agreement is not reached within 30 days of the employer presenting the draft, the employer may determine the wording, taking account of arrangements reached with the workplace trade unions during discussions.<\/p>\n<p>Where no workplace trade unions operate, the wording must be agreed with employee representatives selected under the employer\u2019s usual procedure. The 30-day mechanism also applies: after that period expires without agreement, the employer may adopt the regulations, taking account of arrangements reached during discussions.<\/p>\n<p>b) Deadline for Updating Internal Rules<\/p>\n<p>The legislature has provided a transitional period. Under Article 4 of the amending Act, employers have six months from its entry into force to update work regulations or issue separate regulations under Article 94\u00b3a \u00a7 1 of the Labour Code.<\/p>\n<p>As the Act enters into force on 5 November 2026, internal rules should be updated no later than 5 May 2027.<\/p>\n<\/div><\/div><\/div><\/div><\/div><div class=\"et_pb_section_6 et_pb_section et_section_regular et_flex_section\"><div class=\"et_pb_row_7 et_pb_row et_flex_row\"><div class=\"et_pb_column_12 et_pb_column et_flex_column et_pb_css_mix_blend_mode_passthrough et_flex_column_8_24 et_flex_column_8_24_tablet et_flex_column_24_24_phone\"><div class=\"et_pb_text_13 et_pb_text et_pb_bg_layout_light et_pb_module et_flex_module\"><div class=\"et_pb_text_inner\"><p>05<\/p>\n<\/div><\/div><div class=\"et_pb_heading_6 et_pb_heading et_pb_module et_flex_module\"><div class=\"et_pb_heading_container\"><h2 class=\"et_pb_module_header\">Changes to Court Proceedings<\/h2><\/div><\/div><\/div><div class=\"et_pb_column_13 et_pb_column et-last-child et_flex_column et_pb_css_mix_blend_mode_passthrough et_flex_column_8_24 et_flex_column_8_24_tablet et_flex_column_24_24_phone\"><div class=\"et_pb_text_14 et_pb_text et_pb_bg_layout_light et_pb_module et_flex_module\"><div class=\"et_pb_text_inner\"><p>The amendment also significantly changes how bullying cases are heard. Employment cases concerning bullying will fall within district courts\u2019 jurisdiction regardless of the value of the claim.<\/p>\n<p>The new Article 477\u2076a of the Code of Civil Procedure makes a particularly important change. In proceedings for compensation or damages for infringement of personal rights, unequal treatment or bullying, a court cannot dismiss a claim solely because the established facts justify it on a legal basis different from the one identified by the employee.<\/p>\n<p>For example, if an employee alleges bullying but the facts established by the court instead justify a claim for infringement of personal rights, identifying the wrong legal basis cannot by itself lead to dismissal.<\/p>\n<\/div><\/div><\/div><\/div><\/div><div class=\"et_pb_section_7 et_pb_section et_section_regular et_flex_section\"><div class=\"et_pb_row_8 et_pb_row et_flex_row\"><div class=\"et_pb_column_14 et_pb_column et_flex_column et_pb_css_mix_blend_mode_passthrough et_flex_column_8_24 et_flex_column_8_24_tablet et_flex_column_24_24_phone\"><div class=\"et_pb_text_15 et_pb_text et_pb_bg_layout_light et_pb_module et_flex_module\"><div class=\"et_pb_text_inner\"><p>06<\/p>\n<\/div><\/div><div class=\"et_pb_heading_7 et_pb_heading et_pb_module et_flex_module\"><div class=\"et_pb_heading_container\"><h2 class=\"et_pb_module_header\">Summary<\/h2><\/div><\/div><\/div><div class=\"et_pb_column_15 et_pb_column et-last-child et_flex_column et_pb_css_mix_blend_mode_passthrough et_flex_column_8_24 et_flex_column_8_24_tablet et_flex_column_24_24_phone\"><div class=\"et_pb_text_16 et_pb_text et_pb_bg_layout_light et_pb_module et_flex_module\"><div class=\"et_pb_text_inner\"><p>The amendment takes effect on 5 November 2026 and substantially changes the rules on preventing bullying. It simplifies the definition, expands employee protection and changes the remedies, including minimum non-material compensation of six times the minimum wage and removal of the requirement to prove ill health.<\/p>\n<p>For employers, the amendment emphasises systematic prevention, detection, response, remedial action and employee<\/p>\n<p>support. Employers covered by the new requirements must also formalise rules and procedures for counteracting undesirable workplace behaviour. They have six months from the Act\u2019s entry into force, until 5 May 2027, to update internal regulations.<\/p>\n<p>The changes also affect proceedings, including assigning bullying cases to district courts regardless of claim value and restricting dismissal solely on the ground that the employee identified the wrong legal basis.<\/p>\n<\/div><\/div><div class=\"et_pb_text_17 et_pb_text et_pb_bg_layout_light et_pb_module et_flex_module\"><div class=\"et_pb_text_inner\"><p>This information does not constitute a legal opinion. For further information or legal assistance, please contact our firm: <a href=\"tel:+48422076666\">42 207 66 66<\/a>, <a href=\"mailto:kancelaria@krs-adwokaci.pl\">kancelaria@krs-adwokaci.pl<\/a>.<\/p>\n<\/div><\/div><\/div><\/div><\/div><div class=\"et_pb_section_8 et_pb_section et_section_regular et_flex_section\"><div class=\"et_pb_row_9 et_pb_row et_flex_row\"><div class=\"et_pb_column_16 et_pb_column et_flex_column et_pb_css_mix_blend_mode_passthrough et_flex_column_8_24 et_flex_column_8_24_tablet et_flex_column_24_24_phone\"><div class=\"et_pb_text_18 et_pb_text et_pb_bg_layout_light et_pb_module et_flex_module\"><div class=\"et_pb_text_inner\"><p>Contact<\/p>\n<\/div><\/div><div class=\"et_pb_heading_8 et_pb_heading et_pb_module et_flex_module\"><div class=\"et_pb_heading_container\"><h2 class=\"et_pb_module_header\">Do You Have Questions about This Topic?<\/h2><\/div><\/div><div class=\"et_pb_text_19 et_pb_text et_pb_bg_layout_light et_pb_module et_flex_module\"><div class=\"et_pb_text_inner\"><p>We will be happy to explain what these changes mean for your business and which steps you may wish to take. <strong>Get in Touch<\/strong> \u2014 by telephone or email.<\/p>\n<\/div><\/div><\/div><div class=\"et_pb_column_17 et_pb_column et-last-child et_flex_column et_pb_css_mix_blend_mode_passthrough et_flex_column_8_24 et_flex_column_8_24_tablet et_flex_column_24_24_phone\"><div class=\"et_pb_text_20 et_pb_text et_pb_bg_layout_light et_pb_module et_flex_module\"><div class=\"et_pb_text_inner\"><p>Call Us<\/p>\n<\/div><\/div><div class=\"et_pb_text_21 et_pb_text et_pb_bg_layout_light et_pb_module et_flex_module\"><div class=\"et_pb_text_inner\"><p><a href=\"tel:+48422076666\">+48 42 207 66 66<\/a><\/p>\n<\/div><\/div><div class=\"et_pb_text_22 et_pb_text et_pb_bg_layout_light et_pb_module et_flex_module\"><div class=\"et_pb_text_inner\"><p>Email Us<\/p>\n<\/div><\/div><div class=\"et_pb_text_23 et_pb_text et_pb_bg_layout_light et_pb_module et_flex_module\"><div class=\"et_pb_text_inner\"><p><a href=\"mailto:kancelaria@krs-adwokaci.pl\">kancelaria@krs-adwokaci.pl<\/a><\/p>\n<\/div><\/div><div class=\"et_pb_text_24 et_pb_text et_pb_bg_layout_light et_pb_module et_flex_module\"><div class=\"et_pb_text_inner\"><p><a href=\"https:\/\/krs-adwokaci.pl\/en\/kontakt\/\">Contact Details and Directions \u2192<\/a><\/p>\n<\/div><\/div><\/div><\/div><div class=\"et_pb_row_10 et_pb_row et_flex_row\">\n<div class=\"et_pb_column_18 et_pb_column et-last-child et_flex_column et_pb_css_mix_blend_mode_passthrough et_flex_column_24_24 et_flex_column_24_24_tablet et_flex_column_24_24_phone\">\n<div class=\"et_pb_group_2 et_pb_group et_pb_module et_flex_group et_pb_css_mix_blend_mode_passthrough\">\n<div class=\"et_pb_group_3 et_pb_group et-last-child et_pb_module et_flex_group et_pb_css_mix_blend_mode_passthrough\"><\/div>\n<\/div>\n\n<div class=\"et_pb_text_25 et_pb_text et_pb_bg_layout_light et_pb_module et_flex_module\"><div class=\"et_pb_text_inner\"><\/div><\/div>\n<\/div>\n<\/div><\/div>","protected":false},"excerpt":{"rendered":"<p>Changes to the Labour Code and the Code of Civil Procedure concerning workplace bullying will take effect on 5 November 2026. In particular, the amendment\u2026<\/p>","protected":false},"author":3,"featured_media":0,"comment_status":"closed","ping_status":"","sticky":false,"template":"","format":"standard","meta":{"_et_pb_page_layout":"et_full_width_page","_et_pb_show_title":"off","_et_pb_post_hide_nav":"","footnotes":""},"categories":[13],"tags":[],"class_list":["post-101176","post","type-post","status-publish","format-standard","hentry","category-aktualizacje"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.7 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Nowe zasady przeciwdzia\u0142ania mobbingowi w miejscu pracy - KRS Kancelaria Lodz<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/krs-adwokaci.pl\/en\/nowe-zasady-przeciwdzialania-mobbingowi\/\" \/>\n<meta property=\"og:locale\" content=\"en_GB\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Nowe zasady przeciwdzia\u0142ania mobbingowi w miejscu pracy - KRS Kancelaria Lodz\" \/>\n<meta property=\"og:description\" content=\"Informujemy, \u017ce 5 listopada 2026 r. wejd\u0105 w \u017cycie zmiany w Kodeksie pracy i Kodeksie post\u0119powania cywilnego dotycz\u0105ce z mobbingu w miejscu pracy. 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