Summary of the most important changes in labour law in 2020
1. Minimum wage and calculation method
Together with 2020, there was a record increase in the minimum wage for work, which increased by as much as 15.6 % (PLN 350 gross), currently amounting to PLN 2600 gross. According to the data of the Ministry of Finance, the average gross salary in the national economy in 2020 will amount to PLN 5227, so the minimum salary will constitute 49.7 % of the average salary forecasted for 2020. What is more, in 2020, not only the amount of the minimum wage changed, but also the way it was calculated, which further increased it. From January 1, 2020, the seniority bonus will not be included in the calculation of the minimum wage.
2. PPK for employers in the medium-sized business sector
From January 1, 2020, companies with 50 to 249 employees will be required to implement Employee Capital Plans. In practice, this means the necessity to select, by March 24, a financial institution to run and operate PPK. Importantly, the choice of the financial institution should be consulted with the crew, so employers should not leave the choice to „last minute”. The first payment to PPK in medium-sized companies should be made between June and July 2020.
3. The trade ban on Sunday will be achieved
We would like to remind you that until 2020 there was a transitional period for trade restrictions on Sundays. In 2018, the trade ban was not in force on the first and last Sunday of the month, while in 2019, we could generally only go shopping on the last Sunday of the month. From January 1, 2020, the trade ban will apply to all Sundays of the month, although the legislator has provided for some exceptions – the Sundays of trade in 2020 will fall on the last Sunday of January, April, June and August, as well as on the two following Sundays before Christmas and on the Sunday before Easter.
4. You’ve been working longer? You’ll rest longer!
The last change is an idea that probably ignites the imagination of many employees – not 20 days, not 26 days, but as many as 35 days for each year of work would be a new dimension of holiday leave for people working under employment relationship. Plans to extend holiday leave discussed within the European Union are linked to the higher retirement age applicable in some Community countries. EU politicians are considering compensating for longer working years, with longer rest in each calendar year of work. The proposals include guaranteeing employees obliged to work until the age of 67 the right to 35 days of leave per year, while where 68 years of work are concerned, the introduction of as many as 37 days of paid leave each year is discussed.
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