We will help you adapt how you organize work to legal requirements and your business's needs.
Labour-law violations rarely come from bad intent — they usually come from poorly drafted contracts, regulations and procedures that haven't kept up with changes in the organization or the law. We advise at every stage of the employment relationship — from hiring, through day-to-day team management, to termination — and where a dispute arises, we represent the employer before the labour court and inspection authorities. We pay particular attention to the topics that genuinely drive risk in 2026: remote and hybrid work, employing foreign nationals, mobbing and discrimination, and PPK (employee capital plan) compliance.
Drafting and reviewing contracts and internal HR documentation so they protect the company and stay compliant with current law:
Advice on workforce changes that minimizes the employer's cost and dispute risk:
Mediation with trade unions and employee representatives, and drafting collective bargaining agreements.
Representing the employer before the labour court, the National Labour Inspectorate and the Ministry of Labour — with a tailored strategy for each case.
Implementing anti-mobbing policies compliant with Article 94(3) of the Labour Code and handling internal investigations:
Full implementation scope — see Compliance and ESG (anti-mobbing pillar).
Documentation and procedures compliant with the remote-work rules (Labour Code, Chapter IIc):
Legalizing work and residence, posting employees, and handling intra-group transfers:
Particularly relevant for clients in sectors where the WLAW team has sector experience (including automotive and crypto-assets) and which often bring in specialists from abroad.
Quick answers to HR-team questions and ad hoc legal opinions on day-to-day personnel decisions.
We guide the client through five stages — from a documentation diagnosis to representation in any dispute:
reviewing current employment documentation (contracts, regulations, policies) and identifying gaps against applicable law.
preparing or updating documentation fitted to the employment structure and scale of the organization.
rolling out new rules, communicating to the team, and training for management and HR.
continuous access to HR advice and updating documents as regulations change.
if a dispute with an employee or a labour-inspectorate check arises, we represent the employer at every stage.
Needing compliant documentation and health-and-safety procedures for a remote model.
Needing support with work and residence legalization and posting.
Needing ongoing legal support for day-to-day personnel decisions.
Individual or collective redundancies requiring a carefully prepared process.
Automotive and crypto-assets, where the WLAW team has additional sector experience.
For regular remote work, the Labour Code (Chapter IIc) requires its rules to be set — with trade unions or employee representatives, in a company regulation, or by agreement with the employee — regardless of how many employees use it. Occasional remote work (up to 24 days a year) is exempt from this requirement.
We tailor the right route to the specific company.
The Collective Redundancies Act applies to employers with at least 20 employees and to dismissals for reasons not attributable to the employees. It sets numeric thresholds within a 30-day period (depending on company size) beyond which a separate procedure applies — including consultation with trade unions or, where none operates, employee representatives.
We verify which regime applies before any decision.
Yes — Article 94³ of the Labour Code imposes a duty to counteract mobbing on every employer, with no headcount threshold.
In practice, the scope and formality of an anti-mobbing policy tend to grow with the size of the organisation.
In many cases two separate documents are needed — a work permit and a residence title — but the outcome depends on the individual's status: EU/EEA citizens and some other groups are exempt from a work permit, and for certain countries simplified or combined procedures are available (e.g. a single residence-and-work permit).
We determine the right pathway individually, depending on nationality, status and the basis for residence.
The above is general information about our practice areas, not legal advice in an individual matter. Exact thresholds and procedures are verified against the current law and the individual situation. Legal position: July 2026.
Illustrative scenarios showing the scope of our support — not descriptions of specific client matters.
A company that has run on informal remote-work arrangements for years puts formal rules in place — regulations, health-and-safety, equipment allowances.
A capital group moves a key specialist to its Polish subsidiary — this requires handling residence and work legalization and employment terms at the same time.
After an employee complaint, the employer must keep the investigation impartial while protecting itself against claim risk — we handle both threads in parallel.
The lawyer who will design and implement your labour-law solutions — from documentation to representation in a dispute.
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 graduate of the Postgraduate Compliance Studies programme at the Warsaw School of Economics (SGH) and a certified Approved Compliance Expert and Approved ESG Officer of the Compliance Institute, she advises businesses on effectively building and implementing compliance management systems and ESG policies.
Let's talk about the labour-law support that fits your company.
Get in touch