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Labour law in 2026 introduces a package of changes focused on employment seniority, HR documentation and pay‑transparency duties in recruitment. The changes do not start on one date — parts apply from the end of 2025, others from 1 January 2026, and additional rules from 27 January and 1 May 2026. This phased timeline requires HR teams to plan several waves of updates.
The most important areas to prepare for are: new seniority rules, electronic form of selected HR documents and pay transparency in job ads. Below is a practical summary of the key changes.
From 2026, seniority should include additional periods such as civil‑law contracts and self‑employment that were previously excluded. For the public sector the change applies from 1 January 2026, and for the private sector from the first day of the month following six months after the act is announced.
In practice, employees must present documents confirming those periods (e.g., a ZUS certificate). If ZUS cannot issue a certificate, the periods may be confirmed with other documents.
For HR teams this means updating employee files and preparing a clear process for collecting and verifying documents.
From 27 January 2026 many employee statements and HR documents may be submitted electronically. This speeds up workflows and archiving but requires updated procedures, templates and authorization rules. For example, requests for unpaid leave can be submitted electronically (e.g., by email).
Companies should define electronic document standards early to avoid doubts during inspections.
Pay transparency is another key change. Employers are required to disclose pay (or pay ranges) already at the recruitment stage — preferably in the job ad, and if there is no ad, before the interview or at the latest before signing the contract. Job ads must be gender‑neutral and employers may not ask about previous pay.
In practice, this means aligning internal pay bands, updating job descriptions and communicating consistently with candidates. It also makes sense to reference tools such as gross‑to‑net or employee cost.
The Labour Inspectorate (PIP) is implementing a reform that includes data exchange with ZUS and KAS, the option of remote inspections and a planned +10% budget increase in 2026. At the same time, PIP states that it does not plan mass inspections after the changes. For employers this means keeping documentation consistent, complete and easy to verify.
A practical step is an internal audit focused on seniority records, dates of changes and the new documentation rules.
For SMEs, the main challenge is the scale of change with limited HR resources. Key actions include:
If your company uses civil‑law contracts, it is worth revisiting the guide on contract of mandate vs employment.
A quick starter checklist:
Labour law changes in 2026 focus on three pillars: seniority, electronic documents and pay transparency. Employers should update procedures, document templates and recruitment communications.
The safest approach is a quick audit and a phased rollout aligned with the effective dates.
The core changes relate to seniority and HR documentation. Additional periods of insurance (civil‑law contracts, self‑employment) count toward seniority, while selected documents can be submitted electronically. Employers must also comply with pay‑transparency rules in recruitment.
Sole proprietors are mostly unaffected unless they employ staff. When hiring the first employee, they must implement the new seniority and documentation rules.
Employees benefit from broader seniority recognition and clearer pay information during recruitment.
From 1 January 2026 the new seniority rules apply in the public sector, with further changes following later in the year.
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