The Labour Code in 2025 brings significant changes for employees and employers. What can we expect? Find answers below!
Table of Contents
- Labour Code in 2025 – Increase in Minimum Wage
- Labour Code in 2025 – Changes in Wage Supplements
- Labour Code in 2025 – New Regulations on Collective Labour Agreements
- Labour Code in 2025 – Disability Certificates
- Labour Code in 2025 – New Employment Promotion Policies
- Labour Code in 2025 – Changes to Unemployment Benefits
- Labour Code in 2025 – Financial Support for Employment of Disabled
- Labour Code in 2025 – Funding for Employment of Pensioners
- Labour Code in 2025 – Summary
- Labour Code in 2025 – Frequently Asked Questions
Labour Code in 2025 – Increase in Minimum Wage
The Labor Code 2025 specifies that the state determines the minimum wage. Its value is updated annually. From 1 January, the minimum wage will increase from 4300 PLN to 4600 PLN gross. This means an increase of 366 PLN, or 7.6%. Along with the increase in the minimum wage, the minimum hourly rate will change. It will increase from 28.10 PLN to 30.50 PLN gross (an increase of 7.5%). New amounts:
- will be valid throughout the year,
- will increase only once this year.
The minimum wage will be reduced by the value of:
- pension contributions,
- health contributions,
- income tax advances.
Ultimately, the employee will receive 3483.51 PLN net (“take-home”).
In 2025, there will also be an obligatory increase in the costs of hiring an employee for the employer.
Labour Code in 2025 – Changes in Wage Supplements
The increase in minimum wage will also affect various employment-related benefits and supplements. There will be an increase in:
- night work allowance,
- standby and downtime pay,
- the amount free from deductions,
- employer and employee contributions to Employee Capital Plans
- sick leave pay,
- benefits for employees who have experienced mobbing or whose employment contracts were terminated on that basis. Additionally, benefits for employees compensated for equal treatment violations. The amount of these benefits cannot be lower than the minimum wage.
- maximum severance payments for dismissals unrelated to employee fault.
These changes are aimed at improving the financial situation of employees. Their goal is to adapt the provisions of the Labour Code 2025 to the rising cost of living.
Labour Code in 2025 – New Regulations on Collective Labour Agreements
The amendment to the Labour Code 2025 also concerns:
- collective labour agreements;
- collective arrangements aimed at regulating the rules for concluding and registering collective agreements.
It will come into force on 1 January 2025. The most important regulations will include:
| Establishing two periods for the validity of agreements | 5 years for enterprise-level agreements, 10 years for supra-enterprise agreements. |
| Simplifying procedures for concluding and registering collective agreements | The goal is to encourage employers to conclude such agreements. |
| Introducing a National Registry of Collective Labor Agreements | This is to simplify the recording of collective agreements and arrangements. Submitting an agreement for registration will not require a complex procedure to send the content of documents. |
| Defining terms and the scope of regulation | The act will separate the provisions on collective agreements from the Labour Code 2025. This will allow for a more flexible approach to the regulation. Social partners will have more freedom in determining the content of the agreements. This may lead to more tailored solutions for different working environments. |
| Changing the supervisory authority | Once the new regulations take effect, the Minister of Labour will no longer oversee the compliance of agreements with the law. Courts will take the responsibility for compliance verification. Compliance with the law may no longer be presumed upon registration of an agreement. |
Labour Code in 2025 – Disability Certificates
Changes to the 2025 labour law will also introduce new provisions on disability certificates. This concerns:
| Validity period of decisions | Extended until 31 March 2025 for those whose decisions expire by 30 September 2024. The condition for an extension is applying for a new decision by the end of September 2024. |
| Application Deadlines | It will be possible to apply for a new certificate 2 months before the expiry of the current one. Previously it was 30 days. The deadline for children under 16 years of age is 3 months. |
| Parking cards | Those that expire by 30 September 2024 will be valid until 31 March 2025. Thanks to this, disabled people will not lose access to the rights related to the certificate, even if they are waiting for a new one. |
| Protection of Disability Status | Persons with a disability certificate may retain their status until a new certificate is issued. This is to protect them against the loss of benefits and entitlements. |
Labour Code in 2025 – New Employment Promotion Policies
The Ministry of Labour has proposed changes to labour law in 2025, which concern also:
- The functioning of employment offices,
- Support for unemployed individuals, caregivers of disabled people, large families, and seniors.
The draft law on labour market and employment services aims to adapt public employment services to rapidly changing labour market conditions.
It aims to replace the solutions in the current Act of 20 April 2004 on employment promotion and labour market institutions. The new regulation foresees a change in the priorities, focusing on the needs of:
- the market
- clients
- entrepreneurs.
Key areas of action include:
- Activating economically inactive individuals and farmers seeking retraining,
- Support for specific professional groups. This concerns youth, seniors, people with disabilities, women with children returning to work, and individuals interested in starting their businesses.
The regulations of the Labour Code 2025 and the changes it introduces aim to improve the effectiveness of employment offices. They should also influence the flexibility and mobility of job seekers. Ultimately, they are also supposed to contribute to shortening the time needed to find a job.
Labour Code in 2025 – Changes to Unemployment Benefits
The Ministry has prepared 2025 Labour Code changes, including those affecting unemployment benefits. According to the changes:
| Resignation of the existing allowance | Unemployment benefits for those with a qualifying period of less than 5 years will rise from 80% to 100% of the basic benefit. Currently, they receive a set rate for the first 90 days, then a lower amount thereafter. |
| Extension of the period of receiving the benefit | For individuals over 50 with at least 20 years of entitlement to benefits, and those with dependent children (up to 18 years old or disabled up to 24). These persons will be able to receive the benefit for a maximum of 365 days. Disabled individuals and large family members will qualify for a longer benefit period. |
| No dependence on the unemployment rate | The new rules remove the dependence of the benefit period length on the unemployment rate in the given residence district. New criteria will be introduced that may justify a longer benefit period. |
| Indexation of benefits | Benefits will be indexed according to the existing rules. This means that they will be adjusted based on changing economic conditions. |
| New rules on the right to unemployment benefits | The right to the allowance will be granted to people who have reached at least the minimum wage for work. |
Labour Code in 2025 – Financial Support for Employment of Disabled
Under the 2025 Labour Code, the maximum loan amount for creating a job position for a disabled person will change. The current amount of 45 242,16 PLN will increase to 75 403,60 PLN. Additionally, up to 25% of the loan amount can be allocated to personnel costs for the employed person.
Actions will be taken to activate unregistered unemployed individuals, who are professionally inactive. As part of this undertaking:
| Employment offices will identify and inform about available forms of support funded by the Labour Fund. |
| Employers will have to publish job offers in a dedicated online system. This obligation will concern employers from the public and private sectors who carry out public tasks or manage public assets. |
| Access to lifelong learning for job seekers will be better. This will be achieved by funding training and certifying acquired professional qualifications. |
| A new form of support will occur– a voucher for continuing education. |
Labour Code in 2025 – Funding for Employment of Pensioners
The 2025 Labour Code draft introduces a form of support for employers hiring seniors. Based on this, employers will be able to apply for funding for hiring job seekers aged:
- 60 (women),
- 65 (men).
The financial support:
- will amount to a maximum of 50% of the minimum wage per month
- and will be granted for 24 months.
After this period, the employer must further hire the senior for an additional 12 months.
Employers will not be eligible for this support if:
- they have previously employed that senior
- or had any form of cooperation before the senior registered as a job seeker
Labour Code in 2025 – Summary
The Labour Code in 2025 will bring key changes to adapt the regulations to labour market needs. The reforms move us closer to a modern labour market that better addresses employment challenges.
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Labour Code in 2025 – Frequently Asked Questions
What are the most important changes to the Labour Code in 2025?
In 2025, key changes include:
an increase in the minimum wage to 4 626 PLN gross,
a revision of the rules regarding civil law contracts,
and the introduction of two additional paid days off for employees.
What does the increase in the minimum wage mean?
It means that full-time employees will have to receive at least 4626 PLN gross per month. This is to improve the financial situation of employees. It will also increase their purchasing power.
What is the separation of collective agreement regulations?
The separation of collective agreement regulations into a separate law will simplify the negotiation process between employers and trade unions. As a result, negotiations should be more transparent and effective.
When will the changes to the labour law 2025 come into force?
The amendments to the Labour Code will come into force in 2025. The exact dates may vary depending on the final legal regulations.
How will these changes affect employees?
The reforms aim to improve employment conditions. They will protect workers’ rights and ensure better financial stability. The changes will bring employees more favourable working conditions and better entitlements.
Where can I find more information about this?
You can find detailed information on government websites and publications on labour law. It is also worth following industry news and consulting experts in the field of labour law.