New workplace mobbing rules in Poland 2026: Sejm adopts landmark amendment

After more than 20 years of complex regulations, the Polish labour market is on the verge of a historic change. On 19 June 2026, the Sejm adopted an amendment to the provisions on workplace mobbing. The new law has one clear objective: to make the definition of mobbing no longer a dead letter of the law, but an effective shield for employees. 

The new rules are intended to change the criteria for assessing mobbing, strengthen employee protection and place greater emphasis on employers’ anti-mobbing prevention duties.

For many victims of workplace harassment, the current rules have been “an ordeal”. Today, for conduct to be recognised as mobbing, several difficult-to-prove elements must occur simultaneously: persistence, long-term nature, intent such as humiliation or ridicule, and a specific effect in the form of a lowered assessment of professional suitability or isolation.

This multi-layered structure made the definition unclear for both employees and employers.

Employers will soon face a new regulatory reality. Now, on the verge of these changes entering into force, is the best time to prepare the organisation.

New definition of workplace mobbing in Poland 2026: persistent harassment without the need to prove intent

The amendment is based on the extensive case law of the Supreme Court, as well as management science and psychology.

What exactly will change?

• The key element will be persistent harassment, which no longer has to be “intentional”. The perpetrator’s intentions will cease to be decisive – what matters is the occurrence of improper conduct.
• The amendment clearly states that mobbing may take a physical, verbal or even non-verbal form such as gestures or meaningful silence.
• The provisions expressly state that the perpetrator may be not only a superior, but also a co-worker, subordinate, individual person or an entire group.
• A new element is that ordering or encouraging other persons to harass an employee may also constitute mobbing.
• Incidental conduct will be excluded, but the definition will focus on repeated, recurring or permanent conduct, moving away from the requirement of long-term duration, which has so far often paralysed court proceedings.

Anti-mobbing procedures 2026: new obligations for employers

The new law imposes specific preventive obligations on companies, depending on the scale of employment. Companies employing at least 9 employees will be required to have internal regulations setting out rules and procedures in the areas of preventing violations of employee dignity and other personal rights, preventing breaches of the principle of equal treatment in employment, preventing discrimination and preventing workplace mobbing. 

Employers with fewer than 9 employees will not be required to adopt such internal regulations, but they will still have a duty to actively prevent mobbing and clearly communicate to employees the adopted rules and reporting channels.

Workplace mobbing and employee management: when will criticism not constitute mobbing?

Importantly, the new provisions also ensure that the new law does not become a tool for paralysing managers’ work.

The Act introduces a safeguard: justified substantive criticism or holding an employee accountable for assigned work will not be treated as mobbing, provided that it is expressed in an appropriate and respectful manner. This clearly separates “managing and supervising work” from “psychological harassment”.

Damages and compensation for workplace mobbing: at least six times the minimum wage 

The reform significantly increases the cost of disregarding improper treatment at work. The most important financial change is the increase in the minimum amount of compensation for non-material harm.

The minimum amount awarded for mobbing will be set at six times the minimum remuneration for work. Based on the minimum wage applicable in 2026, this means an amount of not less than PLN 28,836.

Importantly, this payment will no longer depend on the employee suffering a health disorder or terminating their employment contract. The mere fact of being a victim of mobbing will open the way to claims.

It should also be emphasised that an employee may claim damages or compensation for non-material harm from the employer.

However, liability will not always rest entirely with the employer. An employer who has paid damages or compensation for non-material harm to an employee may seek reimbursement of the amounts paid directly from the mobber.

Workplace mobbing before and after the amendment: comparison of the key changes 

New workplace mobbing rules: protection of reporting persons and 6 months to implement procedures

• The new provisions expressly state that justified holding employees accountable for their work, enforcing instructions and substantive criticism expressed in an appropriate form do not constitute mobbing. This is intended to prevent misuse of the concept in workplace conflict situations.
• Stronger protection has been introduced for persons who report mobbing or support the victim, including witnesses. Even if mobbing is not ultimately confirmed by the court, a person reporting in good faith may not suffer negative consequences such as dismissal.
• Companies will have 6 months to adjust their internal regulations and anti-mobbing procedures to the new rules or to implement new regulations.

When will the new workplace mobbing rules enter into force and what do they mean for employers?

The reform sends a clear signal that Poland is catching up with Western European standards of workplace culture. For employers, this is the last call to verify relationships within their teams. Once the Act enters into force, the lack of anti-mobbing procedures will become not only a reputational mistake, but above all a significant financial risk.

Key changes in workplace mobbing rules in Poland 2026

• Simplification of the definition of mobbing;
• Setting the minimum amount of compensation at six times the minimum wage;
• Removal of the requirement to prove specific consequences for the employee who experienced mobbing;
• Imposing an obligation to introduce anti-mobbing procedures on employers employing at least 9 persons and, in the case of smaller employers, an information obligation.

What should employers do before the new workplace mobbing rules enter into force?

• The new rules will allow a wider range of situations to be covered by a mobbing report. Together with the easier evidentiary standard before the court, this is likely to increase the number of reports and claims in this area;
• The employer will be responsible not only for formally implementing anti-mobbing procedures, but also for ensuring their effective operation in practice – this translates into the need to have an efficient, organised reporting system and to provide training for management staff;
• It will be necessary to monitor management standards on an ongoing basis and respond to early warning signs such as employee complaints, tense atmosphere in the team, absenteeism and staff turnover, or so-called “hard management”;
• The employer’s liability has been extended to the actions of persons who are not superiors such as co-workers;
• The increased level of compensation creates a high financial risk connected with each report.

The amendment to the workplace mobbing rules will significantly increase employers’ responsibility for team management, handling reports and ensuring the effectiveness of internal procedures. It is worth reviewing internal regulations, reporting channels and standards of managerial communication now.

Contact us to prepare your organisation for the new obligations and reduce the risk of disputes, claims and financial liability.