Guides: employee rights and PIP inspections

The PIP examines anonymous complaints only in exceptional cases. How they differ from a signed complaint, whose content the inspector keeps from the employer.

A PIP complaint in person, by post, by e-mail with a signed file or via e-Doręczenia. Required content, what the PIP does not handle, when a scan is not enough.

16 District Labour Inspectorates cover 16 voivodeships. According to the PIP, you file by the employer's registered office. Branches and wrong addressees.

GIP helpline 801 002 006 and 459 599 000, booking advice online, in-person advice at the OIP and in writing. Who can ask and what the call costs.

An online complaint to the PIP needs a file with a trusted, personal or qualified signature. How to sign the file and send it by e-mail or via e-Doręczenia.

When a labour inspector can help, when ZUS issues the decision and when a labour court settles the case. Deadlines: 21 days, one month, 3 years.

The one-month deadline, assessment of the complaint, inspection without notice to the employer, written outcome. What to do if the PIP does not reply on time.

The inspector will not reveal your complaint without your written consent. How to prepare it if you fear dismissal and what to do about retaliation.

Labour Code fines from 8.07.2026: PLN 2,000-60,000 and PLN 3,000-90,000. PIP fixed penalty notice up to PLN 5,000 (PLN 10,000 if repeated). Amnesty.

Appeal against a PIP order within 7 days to the District Labour Inspector, suspension, immediately enforceable orders, complaint to the WSA in 30 days.

Scope of a PIP inspection, without notice or remote, the inspector's powers, the company's duties, ID card and authorisation. Law as at 15.10.2026.

What a labour inspector issues after an inspection, who signs, what is immediately enforceable, where an appeal lies. Deadlines: 7 days, 30 days, one month.

Employee records, working time records, work rules, health and safety, risk assessment, civil-law contracts. Each item with its legal basis.

B2B has no definition in the Labour Code. What it means legally, what contributions cost (start-up relief, small ZUS plus), what you lose, hidden-job risk.

Your own business does not rule out employment. What the PIP checks at the client, what an OIP decision means for ZUS and tax, and what the Act leaves open.

Contractor's ZUS contributions, voluntary sickness insurance and 90 days' waiting, overlapping titles, no Labour Code leave, pension, length of service.

The contract's name does not decide. What counts is direction, place and time of work, personal performance, pay and risk. Article 22 of the Labour Code.

The 33-month and 3-contract limit, exceptions, notifying the OIP, notice with a reason since 26.04.2023, appeal to the court, extension until the day of birth.

Art. 746 KC: termination at any time, contractual notice period, important reason and loss, documentary form, settling work done, no employment certificate.

From complaint to OIP decision: inspector's instruction, proceedings, decision content, contract date, ZUS, enforceability, transitional rules from 8.07.2026.

One month from service, in writing, via the OIP to the district court. Required content, preclusion of evidence, enforceability, interim relief, costs.

Who can apply, what to include, a PLN 40 fee for each set of facts, a 30-day deadline, protection of the applicant and an appeal to the regional court.

Probation up to 3 months (1 or 2 with a short planned contract), notice of 3 days, a week or 2 weeks, no reason. Replacement without the 33-month limit.

When a mandate or B2B contract has ended, the PIP usually issues no decision. The labour court remains: action, costs, competent court, OIP help, limitation.

Trial day, recruitment task, probation, traineeship, graduate placement and volunteering. When it is paid work, health and safety, medical checks and accidents.

Employer obligations under Article 94 of the Labour Code: contract, information, ZUS, BHP, pay, records, work rules, certificate. Rights and sanctions.

Employee rights under the Labour Code: pay, working time, leave, health and safety, contract, certificate. Duties under Articles 100 and 211, where to get help.

Unpaid fees under a contract of mandate: demand, order for payment, civil court, fees, limitation, the PLN 31.40 minimum hourly rate and when the PIP can help.

What to put in a demand for unpaid wages, how to calculate statutory interest (9.25% from 5.03.2026), how to serve it and what to do if the employer won't pay.

Liquidation, bankruptcy, a business that simply stopped: when the FGŚP pays through the voivodeship labour office, limits, the application, trustee, limitation.

Order of deductions, the 3/5 and 1/2 limits, protected amounts (100%, 75%, 90% of the net minimum wage) and deductions with the employee's written consent.

An annex vs a notice of change of terms (Article 42 KP), refusal and its effects, minimum wage, special protection and 21 days to appeal to the labour court.

Pay deadline under Article 85 of the Labour Code, demand, PIP complaint and payment order, fee-free claim, 3-year limitation, termination without notice.

A bonus under the pay rules vs a discretionary award, promises by email and at meetings, changing terms after the work is done, evidence, PIP and court.

The 50% or 100% supplement, the 150-hour limit, working time records, evidence when the company keeps none, and overtime pay after you leave the job.

The rota is handed over a week before the period. When it may be changed, 11- and 35-hour rest, the working day, overtime and what to do after a sudden change.

Leave on demand: 4 days a year, request before starting work, when the employer may refuse per the Supreme Court, and the risks of absence without consent.

What e-ZLA data the employer sees: the period, letter codes, doctor's indications, no disease code. Sick leave checks and paid work from 13.04.2026.

When the employer can set your leave without your consent: leave plan, outstanding leave by 30 September, notice period. How downtime differs from leave.

Employees: the employer arranges cover, you report absence by day 2. Mandate: the contract and Article 738 KC decide. Penalties and deductions.

Article 148(1) of the Labour Code: 2 days or 16 hours a year for urgent family matters (illness, accident), 50% pay, request on the day at the latest.

Mandate contracts and self-employment counted towards length of service from 2026: dates for private and public employers, USP request to ZUS, 24 months, leave.

Maternity 20 weeks, parental 41 weeks with 9 weeks for each parent, paternity 2 weeks. Requests 21 and 7 days ahead, benefit 100%, 70% or 81.5%, attachments.

Payment in lieu of leave after a contract ends: when it is due, the formula from the regulation, the 2026 coefficient, payment date from 27.01.2026, time limit.

Sickness benefit after employment ends: 30 days of incapacity, falling ill within 14 days, 80%, 91-day limit, Article 13 exclusions, ZUS application, Z-3, Z-10.

The ban on notice during sick leave and its limits: disciplinary dismissal, Article 53 after long illness, mutual agreement, fixed-term contract, pregnancy.

Withdrawing notice is effective without consent only until service (Article 61 § 1 KC). Later the other party must consent. Effects, form, 21-day deadline.

Written form, no reason required, service, notice period, leave and sick leave during notice, termination without notice through the employer's fault, benefit.

Notice periods under Art. 34 and 36 of the Labour Code, length of service, end on a Saturday or last day of the month, shortening, release from work, leave.

Reason, appeal notice, union consultation, protection under Art. 39, 41 and 177 KP, 21-day court appeal, reinstatement or compensation, severance pay.

Deadline for the employment certificate, correction within 14 days, court claim to issue it or confirm the right to it, 6 weeks' compensation, PIP complaint.

Mutual agreement vs notice: unemployment benefit, severance pay, pre-retirement protection and withdrawing from a signature given under pressure.

Your image is a personal right and personal data. When your consent is needed, whether you can withdraw it and what to do when the employer pressures you.

What mobbing is under the Labour Code, what changes on 5.11.2026, how to collect evidence, what the PIP can do and what the labour court decides.

Accident during a ride on a contract of mandate, B2B or employment: who draws up the accident card, by when, when you have accident insurance and what if not.

Which contracts fleet partners offer, what to check before signing (rate, deductions, penalties, equipment, notice), minimum rate, ZUS, accidents, foreigners.

The app, a fleet partner or your own business? Who pays you, registers you with ZUS and is responsible for legal work, and when the work looks like a job.

Unpaid settlement with a fleet partner: how to check deductions, contractual penalties and car fees, demand for payment, order for payment, EPU and PIP help.

Work permit, declaration, temporary protection and residence card for Ukrainian citizens, written contract. Who is responsible for legal work and your rights.

When a courier or app driver on a contract of mandate or B2B has the right to PLN 31.40 per hour (PLN 32.30 from 2027), when not, who pays and how to count it.

Directive (EU) 2024/2831: presumption of employment, account decisions made by a human, intermediaries. The state of the Polish bill and what applies today.

Polish driving licence, carrier and intermediary licence, photo check every 50 rides. What the Road Transport Act says and who is responsible for documents.

Definition of an accident at work, accident team, report within 14 days, approval within 5 days, objections, notifying the OIP and the public prosecutor.

Definition of an accident on the way under Article 57b of the Pensions Act, accident card in 14 days, 100% sick pay and benefit, no ZUS compensation, evidence.

Pre-employment, periodic and follow-up medical checks, exceptions, referral, cost and working time. OHS training: induction, periodic training dates, penalties.

One-off ZUS compensation: PLN 1,781 per 1% of impairment (1.04.2026-31.03.2027), application via the employer, OL-9, objection in 14 days, appeal to court.

The employer must confirm the contract in writing before you start work. Fine, illegal employment, ZUS within 7 days, evidence, a PIP complaint, court.