News

Robert Suligowski

The upcoming Pay Transparency Directive requires employers to verify mandate contracts to avoid legal risks associated with their appearance. Find out why aligning forms of employment with actual working conditions is now crucial.

Zofia Kwiatkowska

Jakub Wysocki

Pay transparency is becoming one of the most important topics that will shape the labor market in Poland in the coming years. This is the first article in a series on the EU Pay Transparency Directive, in which we will discuss step by step the most important issues, responsibilities and challenges related to the implementation of these regulations. We are, of course, talking about Directive (EU) 2023/970 of the European Parliament and of the Council of 10.05.2023 to strengthen the application of the principle of equal pay for equal work or work of equal value between men and women through pay transparency and enforcement mechanisms. Today we will zoom in on the first key aspects, such as the deadline for implementation in Poland, the personal scope of the Directive and the basic obligations of employers.

Paula Staszak-Urbańska

The Polish labour code provides special rights for pregnant women. For many employers, understanding their obligations towards pregnant employees is crucial as it ensures legal security on one hand, and strengthens the positive image and culture of their organization on the other.

Maria Aleksiejak

Remote work, about which we have been writing so much on our blog lately, although it went into effect more than a week ago, is still quite controversial. In addition to the obligation to prepare appropriate implementation documentation, employers are mainly wondering how to determine a lump sum for remote work.

Karolina Barałkiewicz-Sokal

In April 2024, a year passed since the supplementation of the work-life balance directive to the Polish Labour Code Act of 26 June 1974 (i.e. Journal of Laws of 2023, item 1465; hereinafter: ,,Labour Code”). One of the key elements of the changes to the labour legislation was the introduction of carer’s leave and force majeure leave. It is therefore worth summarising how these regulations function in practice and what are the most common doubts of employers related to their application.

Zofia Kwiatkowska

An employer cannot allow an employee to work without a current medical certificate stating the absence of contraindications to work in a specific position. Therefore, a medical opinion is one of the crucial documents that the employer should possess before allowing an employee to work. However, there are situations that require employers to exercise special caution in this regard, such as the need to appeal a medical opinion or the necessity for additional (extraordinary) referral of an employee for preventive examinations. Additionally, we would like to remind you that the deadline for completing overdue medical examinations is approaching, the validity of which has been extended based on the so-called COVID regulations.

Maria Aleksiejak

Terminating an employment contract without observing the notice period is an option available not only to employers but also to employees. This immediate termination of the employment relationship can be used, for example, in cases where the employer commits a serious breach of fundamental obligations towards the employee. It’s important to note that in such situations, the employee is entitled to compensation.

Maria Aleksiejak

Taxpayers using fuel cards are unsure when they will be entitled to deduct VAT and when their purchase of fuel will be exempt from this tax. The problem relates to the lack of clarity regarding the classification of such purchase as a supply of goods or provision of a financial service. The Ministry of Finance, after long consultations, issued on 16 February 2021 a general ruling concerning transactions performed with the use of the so-called fuel cards. The interpretation was intended to finally clarify doubts of taxpayers as to when refuelling with fuel cards is a supply of goods and when it is a service. The general ruling is based on the jurisprudence of the CJEU, including the most recent CJEU judgment of 2019 ref. C-235/18 vs. Vega International Car Transport and Logistics – Trading GmbH and the most recent polish jurisprudence.

Dominika Zbonik