We run employee training programmes on whistleblower protection, anti-harassment and anti-discrimination, GDPR, and anti-corruption compliance — designed and delivered by practicing lawyers, not external trainers. On-site or online, in a format matched to your company’s size and industry.
The best anti-mobbing procedure or whistleblowing policy is worthless if employees don't know it exists or don't understand how to use it. Our training combines legal knowledge with hands-on application — recognising risk situations, knowing what to do the moment something is reported, and understanding what employees and employers are each obliged to do. We build the programme around the participant's role (board, HR, line manager, employee) and the client's sector.
Looking for training on regulatory compliance systems — AML, ESG, corporate anti-corruption? See our Compliance & ESG offer.
Not every training worth running is directly mandated by statute. We distinguish two situations: training that is directly mandatory (like occupational health & safety) and training that is a practical way of fulfilling a statutory obligation which does not itself literally require training (like anti-harassment). The table below maps the most common areas.
| Type of training | Legal basis | Status | Who it’s for |
|---|---|---|---|
| Occupational health & safety (induction and periodic) | Polish Labour Code | Directly mandatory for every employer, regardless of size or industry | All employees, before starting work |
| Whistleblower protection | Whistleblower Protection Act | The duty to have a reporting procedure and inform staff applies to companies with more than 50 employees; training is a practical way to meet that obligation | Staff handling reports, management, employees |
| Anti-harassment / anti-discrimination | Labour Code | Employers have a statutory duty to counteract harassment; the law does not literally mandate training, but training management is a recognised way to fulfil it | Management, HR, all employees |
| GDPR | GDPR + national data protection act | The accountability principle requires staff processing data to be aware of their duties; in practice this means regular training | Employees processing personal data |
| Compliance / anti-corruption / KYC / sanctions | Voluntary element of a compliance program | Recommended, not statutorily mandatory | Sales, procurement, management |
Exact scope and current thresholds are worth confirming with an advisor, as the legal framework in these areas is periodically updated.
We deliver training on-site, online and hybrid — at the client's office, ours, or remotely. Content, length and level are tailored to participants' roles and the client's sector.
Not directly — the Labour Code requires employers to counteract harassment, but does not literally mandate training.
In practice, training management is a recognised way of meeting that duty and part of an employer’s duty of care.
Companies with more than 50 employees.
The obligation covers a reporting channel, a register, a ban on retaliation, and informing employees before the procedure is rolled out.
GDPR does not literally require training, but the accountability principle requires a data controller to be able to demonstrate that staff processing data understand their obligations.
In practice this means regular training is needed.
Yes — occupational health and safety training (induction and periodic) is directly mandatory under the Labour Code for every employer, regardless of company size or industry.
It must take place before an employee starts work.
On-site training happens at the client’s premises and works well for workshop-style sessions built around the team’s real cases; online training is more logistically flexible and suits distributed teams or multi-location offices.
Both formats are led by the same practicing lawyers.
Training is delivered by practicing lawyers who work in the relevant area day-to-day — not external trainers.
The compliance and whistleblowing team is led by Kinga Miller; GDPR is led by Marta Solarska-Kaleńczuk, Data Protection Officer.
Legal position: July 2026. The above is general information about our practice areas, not legal advice in an individual matter.
Our training is delivered by practicing lawyers with experience in labour law, compliance, and data protection — so the knowledge translates straight into your team’s everyday work.
Kinga Miller
Partner, Advocate,
Approved Compliance Expert, Approved ESG Officer
Kinga has 15 years of professional experience, including designing and implementing labour-law compliance systems for organizations employing several hundred people. A certified Approved Compliance Expert and Approved ESG Officer of the Compliance Institute and a graduate of the Postgraduate Compliance Studies programme at the Warsaw School of Economics (SGH), she delivers training and advises on labour-law and HR compliance.
Marta Solarska-Kaleńczuk
Partner, Chief Operating Officer,
Data Protection Officer
Marta is WLAW’s Data Protection Officer and has for years delivered legal training grounded in the client’s real business context — in particular on personal data protection, consumer law, and compliance. She combines a legal perspective with hands-on knowledge of an organisation’s operational processes, including the automotive and IT sectors.
Oliwia Koper
Associate, Advocate
Oliwia specialises in intellectual property, medical law, and compliance, advising international companies in the cosmetics and FinTech sectors day-to-day. She advises and trains in both Polish and English.
Let's talk about a training programme tailored to your team's roles and your sector.
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