I am very glad that soon further beneficial solutions in the labour law will become a fact. The first amendments are already coming into force, as on 7 April the possibility of remote work will become applicable and from 21 February, employers will have more extensive rights in the field of sobriety checks of employees. The new regulations adopted on Thursday are a response to the expectations of, inter alia, working parents. For them, we extend parental leave and introduce flexible forms of employment, which will certainly make it easier to reconcile professional and private roles. Important amendments will take place as regards the possibility of changing the terms of employment and in concluding probationary contracts – says the Minister of Family and Social Policy Marlena Maląg.

Longer parental leave

This is one of the most important amendments. The total duration of this leave for both parents will be up to 41 weeks (in the case of giving birth to one child) or up to 43 weeks (in the case of multiple birth). As part of it, the non-transferable part was determined at 9 weeks for each parent.

Additional carer’s leave

The Act introduces additional carer’s leave to provide care to a family member who requires support for serious medical reasons. This leave will be unpaid and will be granted to employees for 5 days in a calendar year.

Time off from work due to force majeure

We also introduce time off from work due to force majeure in urgent family matters caused by a disease or accident. This time off will be granted for 2 days or 16 hours in a calendar year. For the duration of this time off, an employee will retain the right to half of their remuneration.

Flexible working arrangements

The possibility of making greater use of flexible working arrangements will be granted to parents taking care of a child under 8 years of age and carers of family members or persons living in a common household who require support for serious medical reasons.

Right to change the type of contract

An employee who has worked for at least 6 months will have the right to apply for a change in the type of employment contract to a permanent employment contract for more predictable and secure working conditions. This option will be available once per calendar year.

Changes in the probationary contract

An employment contract for a probationary period may be concluded for a period not exceeding: 1 month – in the case of an intention to conclude a fixed-term employment contract for less than 6 months or 2 months – in the case of an intention to conclude a fixed-term employment contract for at least 6 months and for less than 12 months.