The Labour Code enables an employer to assign work to an employee differing from the work described in the employment contract without formally amending the contract, but this does not mean boundless discretion to change the employee’s working conditions.
An employer has a duty to share with a trade union only information that is necessary to conduct union activity. But this covers a wide range of information about the employer’s situation.
Guarantees of future employment, eagerly sought by Polish trade unions, are detrimental to the employer but also costly to consumers and the State Treasury.
It is not enough for a union to have the required number of members at a workplace. It must also notify the employer of the number of members within a period provided by law. What if it fails to do so?
When an employer consults with a trade union concerning the intention to lay off workers, it is easy to run afoul of data protection regulations.
The most important changes this year are an increase in the minimum wage and elimination of certain notifications to the National Labour Inspectorate and the National Sanitary Inspectorate.