The existing legislation on preventing and combating workplace mobbing has not been sufficient. Therefore, the Ministry of Family, Labour and Social Policy has drawn up a draft of a new Anti-Mobbing Act.

The Act forms part of a wider reform – a new order on the labour market, which also includes, amongst other things, a package of changes to the State Labour Inspection. 

The fight against workplace mobbing is simply a fight for greater safety, better health and the well-being of workers, so that work will not be associated with fear or dread, will not cause people to withdraw, but will instead be of service. It should serve economic and personal development, bring satisfaction or simply a salary and the means to support workers' families, rather than being associated with extreme stress

– said Agnieszka Dziemianowicz-Bąk, Minister of Family, Labour and Social Policy, during the Senate’s deliberations on this bill.

What is going to change? 

The new Act defines workplace mobbing primarily as the persistent harassment of an employee – regardless of the consequences, the motives or the identity of the perpetrator. The perpetrator of workplace mobbing may be not only a line manager, but also a colleague, an employee at the same level or a group of people. 

There is also an emphasis on preventive measures. The Act imposes an obligation on employers to set out rules for combating workplace mobbing in their work regulations or in separate regulations (if the employer has at least 10 employees). 

A list of forms of workplace mobbing has also been set out, i.e. behaviours that are considered to constitute workplace mobbing. This list is illustrative rather than exhaustive. This means that behaviours not specifically listed may also be considered workplace mobbing – the key factor in either case is that they must constitute persistent harassment. 

Key dates 

The Anti-Mobbing Act comes into force 3 months after its publication. Employers have 6 months from its entry into force (i.e. 9 months from its publication) to bring their work regulations into line with the new requirements (rules and procedures to prevent unequal treatment, discrimination, workplace mobbing, etc.). On 30 July 2026, the President of the Republic of Poland signed the Act.

The amended provisions of the Labour Code will apply to ‘repeated breaches of the principle of equal treatment’ and ‘persistent harassment’ which began before the new provisions came into force (and continued after they came into force).