Workplace bullying – new Polish rules from 5 November 2026
On 5 November 2026, an amendment to the Polish Labour Code on workplace bullying (mobbing) comes into force. The definition changes, the employer’s liability increases and the duty to prevent bullying becomes systemic. We help prepare managers, HR and procedures to prevent harassment and respond appropriately – without paralysing people management.
The key changes in brief
- Workplace bullying means persistent harassment of an employee – repeated, recurring or continuous. It is no longer necessary to prove long duration or a specific effect; one-off behaviour is not bullying.
- The perpetrator may be a manager, co-worker or subordinate, as well as a person working on a basis other than an employment contract.
- The employer must systematically prevent workplace bullying: prevention, detection, response, remedial action and support for those affected.
- Employers with at least 10 employees must set out anti-bullying rules and procedures – they have until 5 May 2027 to update their regulations.
- Minimum compensation: six times the minimum wage (PLN 28,836 in 2026).
Who it is for and what problem it solves
Managers are afraid to make demands
Fear of being accused of bullying makes supervisors avoid corrective conversations and enforcing standards.
No procedure, or an outdated one
The internal regulations do not reflect the new definition and the employer’s new obligations.
An unprepared committee
The people handling complaints don’t know how to run proceedings fairly and confidentially.
Tensions in teams
Conflicts that, left unaddressed, can turn into persistent harassment.
What participants will practise
Managers
- the line between being demanding and harassment
- corrective and disciplinary conversations without the risk of bullying
- responding to signs of conflict and harassment in the team
HR and committees
- the new definition and the employer’s obligations
- receiving and handling complaints
- remedial action and support for those affected
All employees
- what bullying is – and what it isn’t
- how and where to report a problem
- a culture of respect and feedback
How the process works
Needs analysis
A review of current rules, conflict situations and the needs of each group.
Training
Separate workshops for managers, HR and committees; short sessions for employees.
Procedures and communication
Support in preparing rules and materials for employees – in cooperation with the client’s lawyer.
Mediation and support
Where needed: mediation, coaching for managers and remedial action in the team.
What HR receives
Trained managers
Supervisors who know how to make demands without harassing and how to respond to warning signs.
A prepared committee
A clear way of conducting investigations.
Documentation of actions
Evidence of the preventive actions taken – important given the duty of systematic prevention.
Materials
Cards for managers and communication materials for employees.
How we assess the outcome
Knowledge
A pre/post test on the new rules and on responding in borderline situations.
Culture
Questions in the engagement survey or a short survey on the sense of safety and respect.
Process
Number of reports, time taken to handle them and completion of remedial actions.
More about the new rules (in Polish)
Article: Mobbing po nowemu – dlaczego listopad 2026 zmienia reguły gry
GROW by NESSE podcast: Menedżer zapłaci za mobbing z własnej kieszeni?
Legal status: amendment to the Polish Labour Code published in the Journal of Laws on 4 August 2026, in force from 5 November 2026. This information is general in nature and does not constitute legal advice.
Who leads it
A sample line-up of trainers – the final team is matched to your company and group.
Anna Wodyńska
Works with management teams on a culture of accountability and respect in teams.
Adam Kołodziej
Teaches production managers to enforce standards firmly but without crossing the line.
Paweł Strycharczyk
ICF ACC coach; helps leaders build teams based on trust and clear rules.
Bożena Suchodolska
Lawyer and former board member; also works on the impact of long-term stress on people.
Michał Kurdziej
Psychologist; teaches how to recognise conflicts and respond before they turn into bullying.
Łukasz Konopka
Over 20 years of HR practice; knows the procedures and risks on the employer’s side.
Bartosz Kostecki
Legal counsel (radca prawny); explains the rules in plain language and helps build internal procedures.
What does the first consultation look like?
A free, no-obligation conversation – by phone or online. All you need to know is what the problem is; we will work out the rest together.
You talk to one of our client managers, and a trainer joins if needed.
who the development is for (roles, number of people, locations), what problem you want to solve, what has already been done, timing and budget.
We investigate the problem thoroughly before proposing anything. We also use diagnostic tools such as the NESSE Competency Map®.
a programme proposal with a schedule, a trainer recommendation, a way of measuring results and a quote.
Call or write to us directly:
Let’s prepare your company for the new rules
Tell us how many managers and employees you want to include – we will propose training and support tailored to your organisation.