A New Era of Work-Life Balance

In the interest of employees’ mental well-being, there is increasing talk about the need to ensure a balance between work and private life. The amendment to the Labor Code is one way to counteract phenomena such as the pay gap, quiet quitting, or burnout. What rights do employees gain? Who can benefit from them and in what situations? Here are the most important changes in the regulations. 

 

Work-Life Balance Act 2023 – A Revolution in Work and Private Life 

The Act of March 9, 2023, amending the Act – Labor Code and certain other acts (Journal of Laws 2023, item 641) came into force on April 26, 2023. It implements the directive of the European Parliament and the Council (EU) 2019/1152 of June 20, 2019, on transparent and predictable working conditions in the European Union and the directive of the European Parliament and the Council (EU) 2019/1158 of June 20, 2019, on work-life balance for parents and carers. This is a response to social and demographic changes occurring in European societies, including Poland. 

Listen to the podcast “Labor Market from a Lawyer’s Perspective,” where Oskar Sobolewski, an expert from HRK Payroll Consulting, talks with Katarzyna Łodygowska, who specializes in labor law and provides legal advice for pregnant women and mothers returning to the labor market. On Instagram, she is known as ”Matka Prawnik”. 

 

Amendment to the Labor Code – Main Assumptions and Goals of Introducing Work-Life Balance 

The main goal of changes in the Labor Code is to adapt the regulations to changing socio-economic conditions and to improve the situation of employees who are parents or carers. The introduction of regulations regarding parental leave or flexible forms of work facilitates the reconciliation of professional duties with childcare. 

Read also: When an Employee is a Parent – Benefits for Families from Work-Life Balance Policies in Polish Companies. 

The aim of introducing the work-life balance law is to improve the quality of life for employees, increase job satisfaction, and prevent phenomena such as the pay gap or burnout. 

Striving for balance in professional and private life also contributes to improving relations between employers and employees. 

Promoting a more balanced approach to work increases employee engagement and productivity. 

 

The Most Important Changes in the Labor Code Related to the Introduction of the Parental Directive 

• Parental Leave Not Dependent on the Mother’s Employment at the Time of Birth 

 The child’s father will have the right to parental leave even if the child’s mother was not employed or insured at the time of birth. 

• Division of the Non-Transferable Part of Parental Leave 

 Each parent will have access to a separate part of parental leave, which cannot be transferred to the other person and will amount to up to 9 weeks. 

• Maternity Benefit Amount 

 The amount of the maternity benefit for the entire period of parental leave after the changes will be 70% of the base amount of this benefit. 

• Unpaid Care Leave 

 Introduction of the possibility of taking unpaid care leave of 5 days per calendar year to provide care or support to a close person (e.g., child, parent, or spouse) in a difficult health situation. In this case, the employee will not receive remuneration for the duration of this leave. 

• Leave from Work Due to Force Majeure 

 Allowing employees to take leave from work due to sudden, important family matters (e.g., illness or accident of a relative). In such a case, the employee will be able to take leave for 2 days or 16 hours per calendar year, retaining the right to half of the remuneration for this time. 

These changes aim to improve the balance between work and private life, support parents in caring for children and people in need of care, and enable employees to respond to sudden family situations while providing some financial security. 

 

Main Changes in the Labor Code Related to the Introduction of the Directive on Transparent and Predictable Working Conditions 

• Right to Change the Type of Employment Contract 

An employee who has worked for at least 6 months will have the opportunity to request a transition to an indefinite employment contract once a year. The employer will be obliged to provide a written response to this request within one month of receiving the document. 

• Expansion of Information on Employment Conditions 

Information provided to employees about their employment will include additional elements, such as information about offered training, the length of paid leave to which the employee is entitled, and other aspects relevant to their work. 

• Free Training for Employees 

Employees will have the right to participate in free training necessary to perform specific work. This action aims to enable employees to develop the skills needed to effectively perform their duties. 

• Right to Parallel Employment 

Employees will be able to work simultaneously for different employers without being restricted by a prohibition on remaining in an employment relationship with another employer. This is to ensure greater flexibility and the possibility of obtaining an additional source of income. 

The changes listed above aim to increase employee protection and provide them with greater certainty and flexibility in employment. Additionally, they focus on enabling professional development and continuous improvement of qualifications, in line with the concept of lifelong learning. 

 

Summary 

• The new regulations are an important step towards ensuring employees have a better balance between work and private life.
• With greater flexibility regarding the mode of work and additional support for parents and carers, employees will be able to better reconcile professional and non-professional duties while finding time for passions and relaxation.
• The latest changes in the Labor Code can bring benefits to both groups – employers and employees. The ability to flexibly combine the two spheres, professional and private, positively impacts motivation, engagement, and productivity.