Mobbing or Workplace Conflict? New Regulations Draw a Clear Line 

Katarzyna Kanik and Magdalena Słyś discuss the new anti-mobbing regulations in Rzeczpospolita 

The recently adopted anti-mobbing legislation introduces the most significant changes in years to employee protection against workplace harassment and inappropriate conduct. In their article published in Rzeczpospolita, Katarzyna Kanik, Attorney-at-Law and Senior Associate, together with Magdalena Słyś, Trainee Attorney-at-Law and Junior Associate, examine the practical implications of the amendments. 

A Simplified Definition of Mobbing 

One of the most important changes is the removal of the requirement that mobbing must be long-lasting. The amended provisions focus on persistent harassment and provide a clearer framework for assessing workplace conduct. 

The new approach is intended to reduce long-standing interpretative disputes and facilitate the enforcement of employee rights. 

Distinguishing Workplace Conflict from Mobbing 

The amendments do not mean that every workplace dispute will constitute mobbing. Persistent harassment remains a key requirement, while isolated incidents continue to be assessed under other legal frameworks where appropriate. 

The legislation also provides examples of conduct that may amount to mobbing, including humiliation, intimidation, exclusion from the workplace environment and interference with an employee’s ability to perform professional duties. 

New Preventive Obligations for Employers 

The reform places significant emphasis on prevention. Employers will be expected not only to investigate complaints but also to implement systematic preventive measures, training programmes and remedial actions. 

In addition, employers with at least ten employees will be required to adopt anti-mobbing policies setting out internal procedures and standards. 

New Rules on Employee Claims 

The amended regulations also modify employee remedies. Individuals affected by mobbing will be entitled to seek compensation without having to prove a health disorder resulting from the conduct. The legislation further introduces rules allowing employers to seek reimbursement from perpetrators under specific circumstances. 

📖 The full article is available on the Rzeczpospolita website: Nowe przepisy antymobbingowe – zmiany w Kodeksie pracy – rp.pl