Since work — thanks to the development of capitalism — has become one of the most powerful narrative levers in the world, and especially in Western countries, we speak of it not only in the context of the performance of activities for which we are paid. Today, work is a kind of cult, the consequence of which is that we increasingly consider it also in the context of mental health and the phenomenon of exploitation.

The anniversary of Poland's accession to the European Union coincides with this holiday in an interesting way, because the EU is one of the institutions regulating many workers' rights and the principles of the functioning of labor markets. Although the origins of the EU are linked to the two strict economic communities of several Western countries - the European Coal and Steel Community and the European Economic Community - it is these beginnings that point to the foundations of market regulation in favor of a common European vision of the future.

Today it is worthwhile to bring these two worlds together because they share a common perspective on workers' rights, developed both through the solidarity of workers and through EU directives and recommendations to EU Member States.

What has Poland's accession to the EU changed in the context of labour law?

Between the collapse of communism in Poland and the formation of a democratic state with a market economy, society went through the “wild” 90s, which — especially in post-communist countries — were characterized by a lack of regulation, the so-called “free American”, the flourishing of not entirely legitimate interests, and even organized crime. Although today this period is remembered nostalgically as colorful and dynamic, in reality it was also difficult and brutal for those social groups that did not benefit from the systemic transformation.

Poland quite quickly divided into areas after PGRs and former production plants (often rural or suburban areas) and into the world of larger agglomerations, offering a vision of rapid success in Western fashion. Until 2004 - although this date is rather symbolic - labor law left much to be desired. Protection of workers was weak or inadequate, and working time regulations or equal treatment rules in employment were limited or inconsistent. However, we did not wait for many changes only until accession. EU directives were gradually implemented into the Polish Labour Code, often with a delay, and some of them were adopted already after Poland joined the European Union.

What key changes have occurred in Polish labour law since 2004? According to lawyers, even about 95% of the changes in this area are due to adaptation to EU law. The Act of 14 November 2003 amending the Labour Code introduced 72 amendments. Some of them entered into force on January 1, 2004, and some upon Poland's accession to the EU. The amendments covered not only the Labor Code itself, but also other legal acts, such as the Law on the State Labor Inspectorate, the Teacher's Charter, the provisions on higher education or the laws regulating the activities of trade unions.

Employee solidarity, or fundamental changes in the way of looking at work

Today, the eight-hour working day, the possibility of taking sick leave or paid leave are no longer surprising. Labor law protects us, at least in theory, from exploitation and abuse. However, in the second half of the 19th century, it was long working hours, dire conditions, and low wages that caused labor protests, including the Chicago strike in 1886, which became a symbol of the struggle for workers' rights and contributed to global social change.

In later years - from 1890 (and in Poland since 1950) - May 1 was established as the International Day of Solidarity of Working People to commemorate the events of Chicago and to emphasize the importance of the common struggle for decent working conditions. Workers' solidarity was once one of the few available avenues of consolidation and common opposition to degrading working conditions, especially in factories. Today, it can be transnational in nature and benefit from a much wider range of tools of influence — especially at the legislative level. In addition to active participation in political life, workers can engage in grassroots social movements, protest actions or the activities of international organizations such as the International Labour Organization.

Although the era of heavy, industrial factories, at least in much of Europe, has in some sense come to an end, the challenges in the labor market have not disappeared. Today, these include the development of artificial intelligence, the globalization of the market, corporate practices that bypass labor laws, and an “always on” culture that blurs the boundaries between work and private life.

All this makes Labor Day an extremely timely moment to reflect on the future and quality of work - both in the context of the safety and hygiene of its performance, as well as the mental health of employees.

Recent changes in labour law, which are an extension of EU requirements

Among the latest developments in Polish labour law, the amendment of the Labour Code is of particular importance, which implemented two key directives of the European Union: Directive (EU) 2019/1152 of the European Parliament and of the Council on transparent and predictable working conditions and Directive 2019/1158 on work-life balance of parents and guardians. As a result of these changes, employees have gained a number of new rights. Among other things, dismissal due to force majeure, care leave of five days a year have been introduced, and the protection of persons employed on fixed-term contracts has been strengthened - the employer must now justify the termination of such a contract and consult his decision with the trade union representing the employee. The provisions on paternity leave have also been clarified, strengthening the rights of fathers to care for the child.

At national level, there are also further developments which, although not always directly stemming from a single directive, are part of a broader European direction of strengthening workers' rights. One of the most important is the planned reform on seniority. According to the new regulations, which will come into force in 2026, the length of service will include periods of work on the basis of civil law contracts (e.g. contract of employment) and the conduct of sole proprietorship. This is an important change that aims to equalize the situation of people working outside the traditional employment relationship.

Significant changes also apply Strengthening the role of the State Labour Inspectorate. The amendment is intended to increase the powers of inspectors, which is supposed to reduce abuses related to so-called “junk contracts” and improve the effectiveness of labor law enforcement. Greater transparency of remuneration is also important. While this aroused a lot of emotion, in practice it means the obligation to publish the salary ranges for a given position - not to disclose the earnings of specific employees. This solution aims to combat wage discrimination and increase the transparency of the labour market. Changes have also been made to the recruitment process. The introduced requirement of neutrality of job advertisements is intended to reduce the risk of discrimination and promote a more inclusive working environment, although in practice it requires adapting the language to the realities of Polish. Finally, from December 13, 2025, a new law regulating collective labor agreements has been in force. It introduces, among other things, the National Register of Collective Labour Agreements, which aims to increase the transparency of the system and simplify access to information for both employees and employers.

The European Union and the vision of modern working conditions

It is worth remembering that the European Union not only reacts to changes in the labor market, but has been actively setting standards for the protection of workers for years. It introduces minimum requirements for working conditions, including a maximum working time (up to 48 hours per week), the right to at least four weeks of paid leave per year or mandatory rest periods. The EU Community is founded on values such as human dignity, freedom, democracy, equality, the rule of law and respect for human rights, including workers' rights. It is these foundations that translate into the concrete regulations on working conditions, equal treatment or protection against exploitation that are in force in all Member States. The EU is also developing regulations on new forms of employment, especially platform and digital work, and strengthening workers' rights to information about employment conditions, training and protection against unfair practices.

There is also increasing emphasis on work-life balance, gender equality and the integration of those excluded from the labour market, which shows that EU labour policy is not just about the economy, but also about quality of life and social cohesion. Sources:

1. https://www.prawo.pl/kadry/jakie-zmiany-w-kodeksie-pracy-wprowadzono-w-zwiazku-z-czlonkostwem-polski-w-ue,526741.html
2. https://www.europarl.europa.eu/topics/pl/article/20190506STO44344/jak-ue-dba-o-prawa-pracownicze-i-warunki-pracy
3. https://www.linkedin.com/company/ministerstwo-rodziny-pracy-i-polityki-spolecznej/posts/?feedView=all
4. https://www.gov.pl/web/rodzina/staz-pracy-qa
5. https://jobsdoor.eu/pl/aktualnosci/nowe-prawo-pracy-co-zmienia-sie-w-2026-roku-nia6NVDTRBkmrUy0caYQ
6. https://jobsdoor.eu/pl/aktualnosci/sejm-uchwalil-reforme-panstwowej-inspekcji-pracy-koniec-ze-smieciowkami-cRMwWLftFcXIRsQ5Tueh