On 27 January 2026, amendments to labour law regulations entered into force under which, in many cases, the strict written form requirement will be abandoned in favour of either paper form or electronic form, at the employer’s discretion.

This is a significant change that will facilitate both the provision of information to employees and the submission of applications by employees. Electronic forms (alongside paper forms) will be permitted, among other things, when informing employees about workplace monitoring, transfers of an undertaking and consultation with a trade union on the intention to terminate an employment contract.

However, these changes do not apply to notices of termination issued by the employer, or to termination without notice – such documents must still be signed either with a handwritten (“wet”) signature or a qualified electronic signature.

Employees will be able to submit electronically applications concerning working time matters, such as requests for time off for personal matters or time off in lieu of overtime. Employees will also be allowed to submit applications for unpaid leave electronically.

The rules on the payment of cash compensation for unused annual leave will also change. Compensation will be paid on the next regular payroll date, unless that date falls before the termination of employment. In such cases, compensation will be payable within 10 days following the termination date.

Finally, the legislator has introduced changes to the Act on the Company Social Benefits Fund regarding the minimum number of employee representatives. If no trade union operates at the employer’s workplace, the employer will be required to agree the remuneration regulations (regarding the amount of the contribution to the fund, or the decision not to establish the fund) and the social benefits fund regulations with at least two employee representatives.

Find more articles in PRO HR January 2026.