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Protection against workplace bullying and discrimination

New regulations strengthen employee protection against mobbing and discrimination. Employers must introduce specific anti-harassment procedures, while victims gain higher compensation and easier access to courts.
Key points
Higher minimum compensation: 1-3 monthly salaries for discrimination, 6 salaries for mobbing.
New mobbing definitions: include encouraging harassment and behaviors regardless of intended purpose.
Reversed burden of proof: employee shows discrimination is probable, employer must prove otherwise.
Mandatory regulations: companies with 10+ employees must establish anti-harassment and anti-discrimination rules.
Labor courts will handle personal rights protection cases regardless of dispute value.
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Previous:
Passed House
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Status:
Became Law
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Additional Information
Rządowy projekt ustawy o zmianie ustawy - Kodeks pracy oraz ustawy - Kodeks postępowania cywilnego.
Print number: PROJEKT USTAWY 2289
Process start date: 2026-02-26
System Note: Lustra is free, publicly auditable civic infrastructure, with full source code available on GitHub. You are reading sterilized legislative data, processed by our radical neutrality engine to strip political spin and retain factual mechanics. We process only official government data. Original documents remain the authoritative source, always verify them if you can.
Summarized by: kimi-k2.5
Source data: api.sejm.gov.pl
AI work logs for this document launch
Summary & Status

Key Questions about Protection against workplace bullying and discrimination

A structured overview of the legislative process, official sources, status and civic context.

What is the official ID of this bill?

The official print number for this legislation is PROJEKT USTAWY 2289.

When did the legislative process begin?

The process officially started on 2026-02-26.

What are the main provisions?

Key points include:

  • Higher minimum compensation: 1-3 monthly salaries for discrimination, 6 salaries for mobbing.
  • New mobbing definitions: include encouraging harassment and behaviors regardless of intended purpose.
  • Reversed burden of proof: employee shows discrimination is probable, employer must prove otherwise.
  • Mandatory regulations: companies with 10+ employees must establish anti-harassment and anti-discrimination rules.
  • Labor courts will handle personal rights protection cases regardless of dispute value.

What is the specific legal status?

The current status is Became Law.

Where can I read the full text of this legislation?

The full official text is available at: View full text

What is the latest detailed status?

The latest detailed status is: Uchwalono

Is this summary verified?

Yes. This content was analyzed by AI and verified by the Lustra Judge System on 2026-09-06.

Analysis and Potential Impact of PROJEKT USTAWY 2289

We don't know, that is up to you to decide. Summarizing raw data with AI is fundamentally different from predicting socio-economic outcomes. As of 2026, we believe impact assessment strictly requires a human in the loop to verify and judge. Review our public AI processing logs for full transparency, and use Lustra to track active legislation for instant status push notifications.

CATEGORIES

Labor Courts and Law