For HR teams, personnel departments and boards - a standing legal partner who knows your company.
From EUR 699 net per month Reduce your employment law risksor call: +48 22 295 08 95We support your HR team on a standing basis, under a monthly subscription: from everyday HR questions and documentation, through dismissals and restructurings, to disputes and new obligations. You get one dedicated lawyer, a predictable monthly cost and support during office hours.
Employment law is one of the few areas where a single mistake - a poorly justified termination, a late procedure, a risky form of engagement - can cost the company a dispute, a penalty and management time.
We are your HR team's standing legal partner: we prepare documents and procedures, advise on dismissals, support restructurings and represent the employer in disputes.
Selected clients
standing support in everyday matters, including difficult ones and busy periods, and where a matter calls for discretion outside the company's own structure
high-stakes personnel decisions, restructurings, removing board members and terminating managers' contracts
employment law handled externally, without an in-house lawyer on payroll
Polish employment law to group standard, in Polish and in English
Terminating an employment contract is a frequent source of disputes between employee and employer - a flawed justification, the wrong procedure or a missed deadline can end in reinstatement or compensation. We handle dismissals so they are effective and dispute-proof: we choose the right route, prepare the documents and justification, and if a claim follows, we represent the employer before the labour court.
Bonuses, leave, overtime, changes to terms of employment, disciplinary penalties - HR makes decisions with legal consequences every day. We advise on them as lawyers who know your internal rules and the history of your matters. All within the monthly pool of hours, with no separate quote for each question.
Whistleblowers, pay transparency, remote work, GDPR in HR - employer obligations change faster than most HR departments can track, and a gap only surfaces during an inspection or a dispute. We implement the required procedures and policies and keep you informed of the changes that genuinely affect your organisation.
B2B cooperation that in practice looks like employment is one of the most frequently inspected risks - with consequences for social security, the labour inspectorate and tax. We analyse how the cooperation actually works, show where safe B2B ends and the risk of a deemed employment relationship begins, and structure engagement models that stand up to inspection.
Talk to an employment lawyer about the specific situation of your HR department - with no obligation.
We support employers in employment law - from everyday documentation to court disputes and restructurings. As the only law firm in Poland that is a member of Alliott Global Alliance (a network present in over 100 countries), we also serve international groups and companies headquartered abroad. Our work is recognised by the Chambers and Partners and The Legal 500 rankings.
HR today deals with far more than the Labour Code. Obligations keep coming from EU directives and regulations and from new Polish acts, so the scope of employment compliance keeps growing. In recent years alone: remote work in the Labour Code (since 7 April 2023), internal whistleblowing procedures (since 25 September 2024), new rules on employing foreign nationals (since 1 June 2025), pay transparency in recruitment (since 24 December 2025) and new powers of the National Labour Inspectorate (since 8 July 2026). Where work under a civil-law contract has the dominant features of employment, a labour inspector can order the employer to remedy the breach. If the employer does not comply with an order concerning the conclusion of an employment contract, the district labour inspector can issue a decision declaring that an employment relationship exists, and the decision can be appealed to the labour court. Full implementation of the EU pay transparency directive (2023/970) is still under way, and employee and candidate data is protected by GDPR.
That is why standing legal support makes more and more sense. We work with your HR team day to day: we prepare documents and procedures, answer everyday HR questions, flag the changes that genuinely affect your company and, if a dispute arises, represent the employer.
We put in order the documents an HR department stands on, so they are compliant and genuinely protect the employer.
We select a safe form of engagement and show where B2B ends and the risk of a deemed employment relationship begins.
We handle dismissals so they are effective and dispute-proof - from notice to summary dismissal.
We support reorganisations and headcount reductions, including collective redundancies and transfers of undertaking.
We set working-time and pay rules so they are compliant and easy to settle.
Shift-based, high-turnover sectors like restaurants and hotels feel this the most, so we cover it as part of our legal solutions for restaurants and hospitality.
We put in place the pay transparency rules for recruitment that have applied since 24 December 2025, and prepare HR for the act implementing directive 2023/970, which is still at the draft stage.
We create and update the internal rules that bring order to the HR team's daily work.
We implement procedures and run internal investigations that protect employees and limit the employer's liability.
We run this as part of our employee training programmes on anti-harassment and anti-discrimination, delivered by practising lawyers.
We implement internal reporting channels and whistleblower protection, required where at least 50 people perform paid work for the organisation and, in some sectors, regardless of the number of people.
We set up the processing of employee and candidate data in line with GDPR and employment law.
We represent the employer in disputes with employees and in dealings with the National Labour Inspectorate.
We handle the legalisation of work and residence for foreign nationals and keep track of the employer's duties.
We support the HR department with health-and-safety duties and post-accident proceedings and the related liability.
We work with your HR team on a standing basis, within a monthly pool of hours sized to your team.
The scenarios below are illustrative - they show typical uses of our services for HR departments based on the scope described above, not specific cases of our clients.
Dismissal
An HR department has to terminate an open-ended employment contract and fears a dispute - we choose the route and prepare the justification and documents so the notice holds up before the labour court.
Restructuring
During a reorganisation or the sale of part of the business, we put in order the collective redundancy procedure and the duties arising from a transfer of undertaking (Art. 23(1) of the Labour Code), before communication with staff begins.
New obligations
An employer crosses the 50-headcount threshold and must implement an internal reporting channel and prepare for pay transparency - we build the procedures, the register and a remuneration policy fit for the new requirements.
Documentation, procedures, terminations and employment disputes are our daily practice - not a topic we handle on the side.
We do not wait for a lawsuit or an inspection - we implement procedures and flag risks before they become a case.
We work with your HR team on a standing basis, so we know the organisation, its people and the history of its matters - no matter starts from scratch. Decisions stay with HR and the board; we give them solid legal backing.
Whistleblowers, pay transparency, remote work, GDPR - we track the changes and translate what they actually mean for your organisation.
As the only law firm in Poland in Alliott Global Alliance - a network present in over 100 countries - we also support employers within international groups.
You pay a fixed monthly fee for a pool of hours sized to your team, and you know the rate for hours above it before you sign.
Every invoice comes with a specification of the work done, and on request you get access to our system to see it. You know what you are paying for.
We talk about your organisation, your HR team and its needs - the matters the team deals with most often. The first conversation commits you to nothing.
We identify the key legal areas and agree the way we work: who asks the questions, through which channel and how large a pool of hours you need.
Within one week we sign the agreement and start support under the chosen package: documents, procedures and everyday HR questions.
Your HR team has one dedicated lawyer and one number, during office hours. It works with lawyers who know the company and its context, and we keep you informed of changes in employment law.
You gain a legal partner for your HR team who knows your organisation and responds on an ongoing basis, during office hours. We take on the legal side of HR matters: documentation, procedures, dismissals and representation, while your team makes decisions knowing their legal consequences.
This is a standing relationship, not a matter-by-matter engagement: the longer we work with your team, the better we know your company and the sharper our advice.
Less risk, faster decisions, calm during an inspection and full cost transparency. This is legal support with business pragmatism.
Need help with just one matter? See Labour law.
from EUR 699 net per month
or PLN 2,999 net
Instead of looking for a law firm once the problem is already there, you have a law firm on standby for your HR team, within a monthly pool of hours. We size the pool around your team, and you know the rate for hours above it before you sign. The pool covers most everyday HR matters well; when a month brings more work, you pay for the extra hours at the agreed rate.
The everyday work of your HR team. We are there during office hours and respond within a reasonable time, not around the clock.
We use the hours left in the month's pool first; beyond the pool we bill at the agreed rate and tell you upfront.
A set number of hours each month, sized around your team. Hours above the pool are billed at a rate you know before you sign.
We treat information entrusted to the firm as confidential, and legal assistance provided by attorneys-at-law and advocates is covered by professional secrecy.
Employment lawyers who support HR departments - from documentation and procedures to dismissals and disputes.
Kinga Miller
Partner · Advocate
Kinga supports employers in employment law and in disputes with employees - from documentation and internal procedures to dismissals and labour court proceedings.
Łukasz Kudela
Partner · Attorney-at-law
Łukasz combines employment law with business reality - advising on employment restructurings, internal policies and relations with the team.
Marta Solarska-Kaleńczuk
Partner, Chief Operating Officer,
Data Protection Officer
Marta leads data protection in HR - employee GDPR, workplace monitoring and HR documentation.
Karolina Dębiec
Lawyer,
Key Projects Coordinator
Karolina supports HR teams in everyday employment law matters and helps companies build compliance systems.
Tell us what your HR team is dealing with - an employment lawyer will get back to you and propose the scope of support.
After you submit the form, someone from WLAW gets back to you, usually within one business day.
We work with companies: HR teams, payroll and management.
Our retainer scope, how we work and our team in one PDF.
Most often when the HR team needs a standing legal partner who helps make personnel decisions in line with the law - day to day, not only once a dispute arises.
Standing support works for documentation and procedures, dismissals, restructurings, disputes and new obligations. You work with a lawyer who knows your organisation and the history of its matters, so you do not have to explain everything from scratch with every question.
What decides safety is the actual way of working, not the name of the contract - if B2B looks like employment, it will not protect the employer.
What matters is subordination, the place and time of work, and who bears the risk. We choose a form that matches reality and reduces the risk of it being deemed employment by the social security authority or the labour inspectorate.
A safe termination requires the right route, the right deadlines and a genuine, specific reason - since 26 April 2023 the employer must also state it when giving notice on a fixed-term contract.
The options are mutual termination, notice and termination without notice. Each route has different requirements and a different dispute risk, so we match it to the situation.
A collective redundancy arises when a headcount reduction covers a sufficiently large group of employees in a short time, and it triggers additional duties.
It involves, among others, a consultation procedure, notifications and severance pay. Planning it in advance protects the employer from defective dismissals.
The scope of mandatory documentation depends on the size of the company, but every employer keeps personnel files and documentation.
Above a certain number of employees, work rules and remuneration rules are added, and often also remote-work, social-fund and internal procedures. We put the full set in order for your organisation.
Partly already: since 24 December 2025 job candidates receive pay information, while full implementation of EU directive 2023/970 is still a draft bill.
Since 24 December 2025 the employer must give a candidate the starting pay or its range - in the job ad, before the interview or, at the latest, before the employment relationship begins. The employer may not request information about the candidate's pay in current or previous employment. Job ads and job titles must be gender-neutral, and recruitment must be non-discriminatory. Broader obligations under the directive, such as pay information for employees, pay structures and gender pay-gap reporting, will be introduced by a separate act that is still a draft (the deadline for implementing the directive passed on 7 June 2026). It is worth preparing a remuneration policy and job categories now.
An effective procedure is not just a document - it is a clear reporting path, an impartial clarifying investigation and real follow-up action.
The employer has a duty to counteract mobbing, and a well-implemented procedure limits its liability. We prepare it and train the team on how to apply it.
Yes, if at least 50 people perform paid work for your company (as at 1 January or 1 July), and in some sectors regardless of the number of people - the internal reporting procedure has been mandatory since 25 September 2024.
The threshold counts employees in full-time equivalents and people paid for work on a basis other than employment (for example under civil-law contracts) if they do not employ others for that type of work. The threshold does not apply to organisations active in financial services, products and markets, anti-money laundering and counter-terrorist financing, transport safety or environmental protection that are covered by the EU acts listed in the annex to Directive 2019/1937 - they need the procedure regardless of the number of people. The procedure must ensure confidentiality and protect the whistleblower from retaliation. We implement the reporting channel, the register and the rules for handling reports.
Remote work needs a basis - work rules, an agreement or an individual arrangement with the employee - plus rules on cost reimbursement and data protection.
We prepare remote and hybrid work rules, the cost allowance and the OHS and control procedures, so the working model is compliant and easy to settle.
The scope of data is limited to what the employer may request at a given stage - different in recruitment, different in employment.
Excessive data, consents and monitoring are a frequent source of GDPR breaches. We set up the legal bases, clauses and limits of monitoring.
A transfer of undertaking means the new employer takes over the existing employment relationships by operation of law - employees pass to it together with their terms.
It applies, among others, to the sale of part of a business, outsourcing or mergers. It comes with information duties and job protection.
Lawful employment of a foreign national usually requires a right to work and a residence title - and liability for their absence rests with the employer.
Depending on nationality and role, permits or declarations may be needed. We carry out the legalisation and keep it compliant.
Legal position as of October 2026. General information about the areas of our practice - it does not constitute legal advice in an individual matter.
