Anti-mobbing training

Not as a separate, named obligation: the law does not expressly require anti-mobbing training, but it does require the employer to counteract mobbing systematically.

The duty to counteract mobbing was already in the Polish Labour Code, and the amendment expands it. From 5 November 2026, the Labour Code lists the ways of counteracting mobbing. These are in particular preventive measures, detecting mobbing and responding appropriately. On top of that come remedial measures and support for people affected by mobbing. The rules do not prescribe a specific form, such as training of a set length.

Training is one practical way of carrying out preventive measures. Employees learn to recognise worrying behaviour and to use the reporting mechanisms. Managers learn how to receive the first report and when to involve HR. It also signals that the organisation takes reports seriously.

Documenting the training (programme and attendance list) is good practice that brings order to preventive measures. The Act does not attach any specific legal effect to it, and it is not proof of compliance. Nor does training replace the rules and procedures that an employer with at least 10 employees sets out in its regulations.

Match the scope to your situation: the START package introduces the new rules, and a workshop lets your team practise specific responses. If you do not have a procedure yet, we can prepare one as a separate advisory service.

The new mobbing rules apply from 5 November 2026, and employers have 6 months to adapt their regulations, i.e. until 5 May 2027.

The changes are introduced by the Act of 19 June 2026 amending the Labour Code and the Code of Civil Procedure. The Act was published in the Journal of Laws on 4 August 2026 (Journal of Laws 2026, item 1046). It enters into force 3 months after publication.

Key dates:

• 5 November 2026 - the new definition of mobbing and the new rules on compensation;
• 6 months from the Act's entry into force, i.e. until 5 May 2027 - employers adapt their work regulations or issue separate regulations with rules on counteracting mobbing and discrimination;
• persistent harassment that began before 5 November 2026 and continued after that date is assessed under the new rules; this does not apply to conduct that ended earlier.

The duty to set rules, procedures and the frequency of measures in regulations applies to employers with at least 10 employees. The rules are agreed with the company trade union organisation or, where there is none, with employee representatives. Where several trade union organisations operate in the company, the Act provides for a separate agreement procedure. The new definition no longer contains a separate requirement that the harassment be long-lasting.

Training helps your team apply the new rules in practice. If your company already has an anti-mobbing procedure, check whether its definitions and reporting route match the new rules.

Anti-mobbing training costs from PLN 5,999 net for one online group of up to 3 hours (START package).

This is the fixed price of the standard option. VAT is added to net prices. For a larger group, another location or a non-standard programme, we prepare an individual quote. It depends on the number of participants, programme, venue and format.

Package prices:

• START - one online group, up to 3 hours: PLN 5,999 net;
• ORGANISATION - two online groups of 2.5 hours each (employees and managers): PLN 9,999 net, each additional group +PLN 3,499 net;
• WORKSHOP - on-site, up to 4 hours: PLN 11,499 net in the Warsaw metropolitan area;
• MAX - full-day workshop with a tailored programme: PLN 19,099 net, venue agreed individually.

Every package is delivered by both Partners: Marta Solarska-Kaleńczuk and Kinga Miller. We prepare a programme adapted to the group. Participants receive a PDF presentation covering the key issues. We work on examples from practice and case law and leave time for questions. On request, we prepare personalised certificates of attendance.

Example: with 30 participants, the START package costs about PLN 200 net per person. The ORGANISATION package lets you train employees and managers separately, because each group needs a different programme. A workshop outside the Warsaw metropolitan area is priced individually, with travel costs. Procedures and other advisory services are priced separately, outside the training price. Don't see an option that fits? We will prepare a tailored proposal.

We recommend groups of up to about 35 people - this is a recommendation, not a hard limit; we quote larger groups individually or split them into additional groups.

The size of the group affects how much time remains for questions and discussion of cases. That is why, in the START package (up to 3 hours online), we recommend groups of up to about 35 people.

If you want to train more people, you have two options:

• the ORGANISATION package - a separate group for employees and a separate one for managers, 2.5 hours online each;
• additional online groups (2.5 hours) at PLN 3,499 net each - for teams, departments or management levels.

When we split participants into groups, managers get a programme on their own responsibility: early warning signs, receiving reports, confidentiality and cooperation with HR. Employees focus on the limits of acceptable behaviour and ways of reporting irregularities. We also discuss supporting people who are treated inappropriately.

On-site workshops (WORKSHOP and MAX) are based on group work and exercises. In the MAX package, we agree group size, scope and duration individually. We can also spread the programme over more than one day, on separately agreed terms.

Tell us in the form how many people you want to train and from which departments. We will propose groups and the package that best fits your structure.

Choose online if you want an accessible way to train a dispersed team; choose an on-site workshop if the group needs to practise specific responses.

The online options are the START and ORGANISATION packages. START lasts up to 3 hours and introduces your team to the new rules: definitions, obligations, ways to respond and cases from practice. ORGANISATION consists of two sessions of 2.5 hours each: one for employees and one for managers.

An on-site workshop (up to 4 hours) lets participants analyse difficult situations together, compare their assessments and practise responses. We work on scenarios such as a conflict in the team, a complaint about a manager or the exclusion of an employee. Participants assess situations, propose solutions and see the consequences of different responses. The PLN 11,499 net price covers the Warsaw metropolitan area; other locations are priced with travel costs.

The MAX package is a full-day workshop with a programme prepared for your organisation. Before the workshop, we discuss your needs and can work on anonymised cases from your company. It is a good choice for senior management, HR and people running internal investigations.

Whatever the format, the training is delivered by the same two Partners, and participants receive a PDF presentation. Online works well when your team works across several locations or remotely. Not sure? Describe your team in the form - we will suggest a format.

On request, we prepare personalised certificates of attendance - they confirm participation and are not a certificate of competence or of the company's compliance with the law.

The certificate confirms that a specific person attended the training, not their level of knowledge or how prepared the whole organisation is. We prepare certificates in every package if you ask for them. They are personalised, so an attendance list is useful when you order. Participants also receive a PDF presentation covering the key issues, to refer back to after the training.

Why does this matter to an employer? The programme, the attendance list and the certificates bring order to the documentation of preventive measures in the company. This is good practice, not an effect provided for in the Act. Training documentation alone is not proof of compliance with the law and does not determine the outcome of any case. Keep it together with your regulations and anti-mobbing procedure.

A certificate of attendance does not confirm that the company meets all the requirements of the mobbing rules. Such an assessment cannot rest on the training alone. It requires a review of regulations, procedures and their application.

We can carry out such a review as a separate advisory service. We check anti-mobbing policies and procedures, the rules for reporting breaches and internal documentation. We price them individually, depending on your needs and the scope of work. You can arrange a review when you order the training or afterwards.

Mobbing is persistent harassment of an employee, meaning repeated, recurring or continuous conduct; isolated incidents and justified, properly expressed criticism are not mobbing.

This is how the Polish Labour Code defines mobbing from 5 November 2026. Mobbing may take the form of, among other things, humiliating, intimidating, unjustified criticism, ridiculing or isolating an employee. What matters is whether such conduct amounts to persistent harassment. The perpetrator's intention does not matter: such conduct counts as mobbing even if its purpose was not persistent harassment.

The rules expressly state what is not considered mobbing:

• isolated incidents, even if they infringe the employee's personal rights;
• justified conduct expressed in an appropriate form, in particular holding someone to account for their work, or criticism.

Conflict in a team is not mobbing in itself. Conduct during a conflict may, however, meet the conditions for mobbing if it takes the form of persistent harassment. The assessment always depends on the circumstances of the specific case and the employee's situation. Mobbing may come from a manager, but also from a co-worker, a subordinate or a group of people.

In the training, we teach managers how to set requirements, give feedback and enforce duties without crossing the line. Employees learn to tell mobbing and discrimination apart from conflict, misunderstanding or justified criticism. We also analyse situations that one side sees as a joke and the other as humiliation.

Yes - the duty to counteract mobbing systematically applies to every employer; the 10-employee threshold applies only to the duty to set rules, procedures and the frequency of measures in regulations.

The Polish Labour Code requires every employer to counteract mobbing, discrimination and unequal treatment. From 5 November 2026, this also covers counteracting violations of an employee's dignity and other personal rights. The number of employees does not change this duty, even in a company of a few people.

An employer with at least 10 employees has an additional duty. It must set the rules, procedures and frequency of measures to counteract mobbing and discrimination, in a collective agreement, the work regulations or separate regulations.

The Act does not impose the specific duty under Article 94(3a) of the Labour Code on an employer with fewer than 10 employees. The general duty still applies to it, as to any employer. In practice, this may mean clear reporting rules, a response from managers and training for the team. An employee of a smaller company has the same rights, including compensation after experiencing mobbing.

For a small team, the START package is a good starting point and a simple preventive measure: one online group, up to 3 hours. We can also set up your reporting rules as a separate advisory service. Once your company passes 10 employees, we will help you prepare the regulations.

Yes - we prepare, review or adapt anti-mobbing procedures to the new rules as separate advisory services, priced individually.

Training and a procedure work together. The procedure says who receives a report, how an internal investigation is conducted and how its participants are protected. The training teaches employees and managers how to use it. Procedures alone are not enough if the people who should use them do not know what to do.

As part of our advisory services, we:

• review anti-mobbing policies and procedures;
• prepare regulations with rules, procedures and the frequency of measures, including on discrimination;
• review the rules for reporting breaches and conducting internal investigations;
• link the anti-mobbing procedure with the internal reporting procedure for whistleblowers;
• support internal investigations and the protection of the data of the people involved;
• advise on specific employment matters and represent clients in court disputes.

An employer with at least 10 employees agrees the content of the regulations with the company trade union organisation or with employee representatives. Where there are several trade union organisations, the Act provides for a separate agreement procedure. The deadline for adapting is 6 months from the entry into force of the rules, i.e. until 5 May 2027. We describe standing legal support for HR teams on our page on legal support for HR departments.

Start by sending us your current work regulations and procedures - we will point out what is worth changing. We will prepare a quote after reviewing the documents.

Yes - anti-mobbing training also covers discrimination, including harassment, so it also works as anti-discrimination training for employers.

The first block of the programme is mobbing and discrimination: the key regulations, definitions and obligations. The amendment also changes the rules on equal treatment in employment. A court will not dismiss a claim merely because the established facts point to a different legal basis than the one the employee relied on. This applies to claims for compensation or damages for infringement of personal rights, of equal treatment or for mobbing. That is another reason to cover both areas together.

What we focus on in the discrimination part:

• harassment is a form of discrimination - unwanted conduct whose purpose or effect is to violate the employee's dignity and create, for example, a hostile or degrading atmosphere;
• discrimination by assumption and by association - where the ground is wrongly attributed or concerns a person connected with the employee;
• compensation for breach of the principle of equal treatment of at least the minimum wage, and at least three times that amount for repeated breaches;
• an employee who exercised their rights or supported a co-worker may not suffer for it - unless they knew no breach had occurred;
• systematic prevention of breaches of equal treatment as an employer's duty.

The programme also covers recognising harassment and protecting people who report irregularities. For an in-depth anti-discrimination programme, e.g. for HR or recruiters, choose the MAX package, with scope, group size and duration agreed individually.

We agree the training date in the offer - it depends on the package, the number of groups and the availability of both trainers.

The process has three steps. You choose a package: online, on-site or a tailored workshop. You tell us about your organisation, and we define the participant profile and the key needs. Finally, we adapt the programme, the date and the delivery format.

Online training needs no room or travel. An on-site workshop needs a venue, and the MAX package needs a prior conversation about your needs and preparation of cases. That is why MAX needs more lead time. The dates of both groups in the ORGANISATION package are also agreed in the offer.

Before the training, decide who in your company receives reports and check whether you already have an anti-mobbing procedure. This helps us match the examples to your situation. If there is no procedure, we cover the general rules in the training and can propose preparing one separately. Participants receive the PDF presentation in every package.

Need a specific date? Enter it in the form with the number of participants and your preferred format. If it is urgent, say so and we will check both trainers' availability. We will reply with a proposed date and package, or suggest a format if you are not sure yet. Rescheduling and cancellation rules are also agreed in the offer. You can also call us: +48 22 295 08 95.

Yes - we adapt online programmes to the nature of your organisation, and in the MAX package we prepare a tailored programme, including work on anonymised cases from your company.

Before the MAX package, we discuss your key needs, the specifics of your organisation and the issues that need particular attention. We can use anonymised cases and materials you provide. This way, participants work on situations close to the ones they actually face.

Areas we can explore in depth in the MAX package:

• identifying and classifying the problem: mobbing, discrimination, conflict or another breach of employee rights;
• internal investigations: receiving the report, planning the steps, impartiality and protecting participants;
• evidence and documentation: what information to collect and how to weigh conflicting accounts;
• difficult employer decisions: a report concerning a manager, a whistleblower or a person under special protection;
• analysis of the client's cases and their legal and organisational consequences.

We close the MAX package with a summary of conclusions and recommended next steps. We can spread the programme over more than one day, on separately agreed terms. In START and ORGANISATION, we match examples to your organisation and the group. We use cases from your company in anonymised form.

The workshop is delivered in person by both Partners, so the discussion combines the perspectives of employment law, compliance and data protection. Tell us in the form which situations in your company are the most difficult - we will start the conversation there.