In August this year, significant changes to the Labor Code were to enter into force, implementing EU directives on parenthood and transparent working conditions. Due to the delay in legislative work in the Polish parliament, the implementation of these changes has been postponed. As of today, the government plans to enter into force of the new regulations from January 1, 2023. Poland had 3 years to implement these changes – the original implementation date expired at the beginning of August 2022. In upcoming posts, we will present material on the planned changes, compiled partner attorney at law Jakub Stempski.
Contracts for a trial period.
The amendment introduces several modifications to the existing solution, which relate to:
- the possibility of extending the contract for breaks at work, such as vacation, excused absence,
- a renewed employment contract for a trial period may be concluded only if its subject is a different type of work,
- the contract may be concluded for a period depending on the period for which the employer intends to employ the employee next, e.g. if the employer intends to hire the employee for a fixed period of less than 6 months, a trial period contract may be concluded for a month, if the contract is for a period of time specified will be concluded for a period between 6 and 12 months, then a trial period contract may be concluded for a period of two months,
- a contract for a trial period may be concluded for a maximum of 2 months, as indicated above, while the contract concluded for both one month and two may be extended by a maximum of one month.
