- Minimum wage increase – starting in 2025, the minimum wage increases to PLN 4666 gross, which affects employee benefits and wage levels in the economy.
- New days off and trade flexibility – Christmas Eve (December 24) will become a public holiday, and December trading Sundays increase flexibility for the retail sector.
- Whistleblower protection – starting in 2025, employers with more than 50 employees must implement whistleblowing procedures.
- Additional maternity leave – parents of premature babies will gain additional leave of 8 to 15 weeks, tailored to the baby’s needs.
The year 2025 brings numerous changes when it comes to Polish labour law, which will affect both employees and employers. The new regulations include, among others, an increase in the minimum wage, changes regarding days off, holidays and whistleblower protection. It is good to know these changes in detail in order to be prepared for the new realities on the labour market. Below are the most important aspects of the labour law reform and what they mean for employees and employers.
Higher minimum wage in 2025 – what does it mean?
One of the most important changes introduced in 2025 is the increase in the minimum wage. From 1 January 2025, the minimum wage has increased to PLN 4666 gross, an increase of PLN 366 on the previous year. The minimum hourly rate has also increased, now amounting to PLN 30.50 gross.
The higher minimum wage in 2025 affects not only salaries, but also a number of employee benefits, such as:
- demurrage pay,
- cash severance payments,
- compensation for bullying and breaches of equal treatment,
- allowances for night work.
For example, the minimum compensation for mobbing or violation of the principles of equal treatment is now no less than PLN 4666 gross, and the maximum severance pay for collective redundancies reaches PLN 69,990 gross.
The increase in the minimum wage in 2025 has a significant impact not only on employees earning the lowest wages, but also on wage levels across the economy. The increase in the minimum wage to PLN 4666 gross translates into increases also in higher salary groups, which in turn contributes to an increase in the indicator, which is the national average in Poland. Thanks to this, the changes have a positive impact on the financial situation of many households.
Protection of whistleblowers – new obligations for employers
Another change that particularly affects employers is the full implementation of the whistleblower protection legislation. Although the law has been in force since September 2024, it is only from 2025 that companies must fully implement the required whistleblowing procedures.
The Act imposes the obligation on companies with at least 50 employees and, in the financial sector, on all entities, regardless of the number of employees. Employers who fail to implement the required procedures risk financial penalties.
Whilst protecting whistleblowers is an important step towards increasing transparency in organisations, it also entails additional administrative obligations for employers.
New public holidays
From 1 February 2025, Christmas Eve (24 December) will become a public holiday. This is a change that many people have been waiting for, especially those who spend Christmas with their families.
The new day off has reduced working hours in 2025 to 1992 hours. This is beneficial for employees, who will gain additional rest time, but employers must adjust production and organisational plans to accommodate the reduced working hours.
Trading on Sundays – more flexibility in December
The year 2025 has also introduced changes to the rules on trading Sundays. In December, before Christmas Eve, trading will be allowed for three consecutive Sundays. In the remaining months, the last Sundays of January, April, June and August remain tradable.
The additional trading Sundays in December are certainly beneficial for the retail industry, especially in the run-up to Christmas when the highest turnover is recorded. For employees, however, it means a greater burden during the busiest months.
Supplementary maternity leave for parents of children born prematurely
From 19 March 2025, parents of children born prematurely or requiring hospitalisation can take supplementary maternity leave. Depending on the needs and the health of the child, the length of the leave ranges from 8 to 15 weeks.
This change is a major improvement for parents, who can focus on caring for their child without worrying about losing their job or income.
Changes in labour law and the health of entrepreneurs
The introduction of the minimum wage increase, new days off and whistleblower protection obligations present new challenges for entrepreneurs. The cost of employing a full-time employee in 2025 has risen to approximately PLN 5621 gross. For many companies, especially in the commercial, service and industrial sectors, this means that budgets need to be restructured.
At the same time, it should be noted that the changes in labour law may have a positive impact on the consumer market. Higher salaries may increase the purchasing power of Poles, which will have a positive impact on demand.
Labour law and changes – Foodcom S.A.
Changes in labour law in 2025, including an increase in the minimum wage, new leave regulations or whistleblower protection, have a significant impact on the labour market and the employment strategies of many companies.
Check out the job offer at Foodcom S.A. – a growing company operating in the international commodities market. In response to the new regulations, Foodcom S.A. offers competitive salaries and transparent employment conditions for positions such as Junior International Commodity Trader, International Commodity Trader and Senior International Commodity Trader.
By adapting to changing legal realities, Foodcom S.A. attracts the attention of candidates seeking stable and well-paid jobs. At the same time, the increase in the minimum wage and the impact on the national average in Poland foster greater competitiveness in the area of job offers in industries with an international reach.
The year 2025 is therefore a time of significant changes when it comes to labour law in Poland. The new realities bring both opportunities and challenges. Adapting to current legislation requires employers to be flexible and to carefully plan budgets and management strategies. It is good to keep track of legal updates and adapt to current requirements in order to operate effectively in the labour market.
