TGC Corporate Lawyers Legal review – July 2026

Newsletter – changes in law regulations. July 2026

The President has lodged an appeal with the Constitutional Tribunal against amendments to the Act on the PIP

From 8 July 2026, regulations will come into force strengthening the powers of the National Labour Inspectorate (PIP) with regard to verifying the legal basis for employment. The changes are intended to prevent the misuse of civil law contracts in cases where the manner in which the work is carried out indicates the existence of an employment relationship. In such situations, the PIP will be able to issue an administrative decision confirming the existence of an employment relationship, against which the parties concerned will have the right to appeal to the labour court.

On 21 July 2026, the President submitted a motion to the Constitutional Tribunal concerning an amendment to the Act on the National Labour Inspectorate. He challenged the provisions granting the National Labour Inspectorate the power to convert civil-law contracts into employment contracts by means of an administrative decision, as well as the regulations increasing the level of fines for offences against employees’ rights. In the President’s view, the provisions concerning penalties may infringe the constitutional principle of proportionality.

You can read the text of the Act on the National Labour Inspectorate here, whilst a detailed discussion of the changes and their impact on employers can be found here.

Working in hot weather – new obligations for employers from 2027

From January 11, 2027, employers will face new obligations related to organizing work in high temperatures. The changes result from the regulation of the Minister of Family, Labour and Social Policy of July 9, 2026, which was published in the Journal of Laws of July 10, 2026. Although the regulations will come into force next winter, employers should prepare for them before the 2027 summer season to ensure compliance with occupational health and safety regulations and avoid organizational risks.

Read the article by our expert, Piotr Kryczek, and find out how to prepare for your new responsibilities.

Amendment to the PPK Act signed by the President

On 17 July 2026, the President signed the Act of 29 May 2026 amending the Act on Employee Capital Plans and the Act on Special Measures relating to the prevention, containment and combating of COVID-19, other infectious diseases and the crisis situations caused by them.

The amendment to the Act on Employee Capital Plans does not introduce any new obligations relating to the administration of Employee Capital Plans but simplifies communication of the state with the employers. The most significant change is that requests to enter into an Employee Capital Plan management agreement will be served electronically via the payer’s account with the Social Insurance Institution (ZUS), rather than in paper form. The request will be deemed to have been effectively served on the day it is viewed or 14 days after it has been made available, and the employer will still have 30 days to conclude a PPK management agreement. The changes are intended to speed up and simplify contact with employers and reduce red tape. You can read the text of the amendment here.

Obligations relating to the labelling of AI-generated content from 2 August 2026

From 2 August 2026, the provisions of the AI Act will come into force, imposing an obligation to clearly label content generated or manipulated by artificial intelligence, in particular deepfake material. The new requirements will not cover all content created using AI, but primarily that which may mislead audiences as to its authenticity or origin. Businesses using AI tools should review their processes now and prepare to meet the transparency obligations under the AI Act. You can read the text of the regulation here.

Electronic communication with staff organisations is getting closer

The Government has adopted a draft amendment to the Trade Unions Act and the Act on Informing and Consulting Employees, which was submitted to the Sejm on 9 July 2026. The draft provides for the possibility of communication between the employer, the in-house trade union organisation and the works council to take place electronically or in document form (e.g. by email or in PDF format), rather than exclusively on paper. The changes are intended to reduce red tape, streamline the exchange of information and bring the regulations into line with the realities of the digital workplace. The new regulations are due to come into force 14 days after their publication in the Journal of Laws. You can read more here.

5 mistakes in commercial contracts that can cost a company more than it seems

A commercial contract should not only set out the terms of the collaboration but also protect the company in the event of payment issues, delays, changes to the project or the other party’s failure to fulfil its obligations. Our expert, Grzegorz Witczak, explains what the most common mistakes in commercial contracts are and exactly what they involve. Read the article.

Pay transparency on the horizon – discover the 15 key questions employers ask

Pay transparency regulations are changing the way companies recruit, remunerate staff and report on pay. We have compiled answers to the most frequently asked questions to help you understand your obligations under the Pay Transparency Directive and prepare your organisation for the upcoming changes – find out what employers are asking.