Legal Safeguards for Employees Against Dismissal in Poland

In Poland, recent legal developments have strengthened the protection of employees with special safeguards against dismissal. These changes in the law aim to ensure that vulnerable employees enjoy additional protection during court proceedings when challenging their termination.

The Importance of Employee Protection

Like many other countries, Poland has recognized the need to protect specific categories of employees considered more vulnerable or at risk of unfair dismissal. These groups may include pregnant women, employees on parental leave, or those facing discrimination or retaliation for whistleblowing. The Polish legal system aims to uphold fair and ethical employment practices by implementing these special protection laws. These safeguards are designed to prevent employers from exploiting the vulnerability of certain employees and ensure their rights are respected.

Legal Safeguards in Court Proceedings

The recent legal developments focus on protecting vulnerable employees during court proceedings related to their dismissal. The key features of these safeguards include:

Prohibition of Reversal of the Burden of Proof

One significant change is the prohibition of shifting the burden of proof to the employee during court proceedings. In cases of dismissal, the burden of proving the fairness and legality of the termination remains firmly with the employer. This prevents any attempt to place the onus on the employee unfairly.

Extending the Statute of Limitations

The statute of limitations for cases brought by employees challenging their dismissal has been extended. This allows employees more time to gather evidence and build a solid case, even if the termination occurred in the past.

Protection from Retaliation

Employees who bring legal action against their employer for wrongful dismissal are now afforded additional protection against retaliation. Any adverse actions the employer takes in response to the legal challenge may be considered unlawful.

Implications for Employers

These changes in the law emphasize the importance of legal compliance for employers. Employers must ensure that any dismissal decisions strictly adhere to the law and maintain detailed records of the decision-making process.

Employers are encouraged to treat all employees fairly and transparently, especially those with special protection. Failure to do so may result in legal action that could prove costly in terms of financial penalties and damage to the company’s reputation.

Enhanced legal safeguards in court proceedings align with the broader goal of promoting ethical employment practices in Poland. These changes ensure that employees, particularly those with special protection, are not subjected to unfair or discriminatory dismissals. By maintaining a solid stance on employer accountability in cases of dismissal, the legal system reinforces the principle of fairness and respect for employees’ rights. This is especially vital in cases involving individuals already in vulnerable positions.


Poland’s recent legal changes, which enhance the legal safeguards for employees with special protection against dismissal, reflect the country’s commitment to upholding fair and just employment practices. Employers must diligently adhere to these laws, ensuring their dismissal decisions comply and employees’ rights are respected throughout the termination process. These legal developments convey that accountability and fairness are at the core of the country’s labor laws. As Poland continues to strengthen protections for vulnerable employees, it reinforces the principles of ethical employment practices and the importance of maintaining a respectful and inclusive workplace for all.

For comprehensive guidance on navigating the evolving landscape of labor laws and employee protections in countries like Poland and beyond, turn to Global People Strategist. Our expertise in international employment regulations ensures your compliance, fostering ethical employment practices and safeguarding the rights of both employers and employees!

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