What is the newest issue of the employer newsletter about?

• If a former employee violates a non-compete clause after termination of employment, the employer may sue them for damages and an order that they cease competitive activity

An employer may enter into a written non-compete agreement applicable after termination of employment with an employee who has access to particularly important information, the disclosure of which could expose the employer to harm. 

• Personal data may be retained for up to three years after the end of the recruitment process 

An employer has an obligation to prevent unequal treatment and discrimination in employment. Hence it cannot erase the candidates' data immediately after the recruitment is over.

• The amendment on remote work provides for the possibility to enter into an agreement with an employee to work remotely in any form.

Under the proposed regulations, an employer will be able to enter into a remote work agreement with an employee electronically, including by email, without the need for a qualified electronic signature. 

• The directive on transparent and predictable working conditions will introduce compulsory indication of the reason for termination and trade union consultation for fixed-term employment contracts

Poland has time to implement the directive on transparent and predictable working conditions until 1 August 2022. The draft amendments to the Labour Code in this regard provide for a number of new employee rights. 

• A bill on the Polish Deal has been submitted to the Senate. It will introduce a lower tax and change the rules for applying the tax-reducing amount. 

One of the key changes is the reduction of the basic personal income tax rate from 17 to 12 percent. It will lower the tax-reducing amount to PLN 3,600 per annum.