In 2023, significant changes were introduced in labor law. Further substantial amendments are planned for 2024, impacting both employers and employees. The new regulations will cover various aspects of employment, including an increase in the minimum wage and new benefits for employees working with display screens. These changes present new challenges for employers. It is essential to examine them closely to understand their impact on the labor market and the consequences for both parties to the employment relationship.
Increase in Minimum Wage
As of January 1, 2024, the minimum wage increased from PLN 3,600 to PLN 4,242, while the minimum hourly rate rose from PLN 23.50 to PLN 27.70. Further adjustments are planned for July 1, 2024, raising the minimum wage to PLN 4,300 and the hourly rate to PLN 28.10. Consequently, the following additional benefits will also increase:
- Night work allowance
- Severance pay for collective redundancies
- The basis for calculating sickness benefits and amounts exempt from deductions
Adoption of the Whistleblower Protection Act
In 2024, the adoption of a law implementing Directive (EU) 2019/1937 of the European Parliament and the Council of October 23, 2019, on the protection of persons reporting breaches of Union law (the so-called Whistleblower Protection Act) is expected.
Currently, work is underway on a draft law dated January 8, 2024, implementing the EU directive. Employers with 50 or more employees must prepare to establish an internal procedure for reporting legal violations in 2024.
Changes to Bridging Pensions
On January 1, 2024, new provisions concerning bridging pensions came into force. These pensions are granted to individuals who have performed or continue to perform work under conditions hazardous to health. A key change is the elimination of the requirement that applicants must have performed such work before January 1, 1999. This amendment expands the group of individuals eligible for bridging pensions.
Stricter Requirements for Individuals Working with Children
As of February 15, 2024, new requirements will come into effect following the amendment of the Act on the Prevention of Sexual Crime-Related Threats and the Protection of Minors.
The amendment significantly extends the requirements for individuals employed or permitted to engage in activities involving contact with children. Employers will be obliged to verify whether newly hired individuals are listed in the Register of Sexual Offenders.
New Benefits for Employees Working with Display Screens
By May 17, 2024, employers must adapt workstations established before November 17, 2023, to comply with the Regulation of the Minister of Labor and Social Policy on occupational health and safety at workstations equipped with display screens. Employers must also ensure that employees receive corrective glasses or contact lenses, as prescribed by a physician, if ophthalmological examinations indicate the need for them while operating a display screen.
Employers, Are You Ready for the New Labor Law Regulations?
The implementation of these labor law changes in 2024 will require employers to be flexible and cooperative in striving toward a common goal—creating a healthy and fair working environment.
In light of these changes, it is also important to recognize that the new regulations may bring numerous benefits while requiring certain investments and adaptations. A deeper understanding of these changes will help both employers and employees achieve positive outcomes.
