Can my employer harass and intimidate me at work?
No: mobbing is banned, and countering it is the employer's duty. Mobbing is persistent harassment of a worker — under the new definition introduced by a 2026 amendment it is repeated, recurring or constant (incidental behaviour is excluded, to limit false accusations). The employer has a duty to counter mobbing, and firms employing at least 9 people must set out anti-mobbing procedures (e.g. in the work rules). A worker who suffered mobbing can claim compensation for harm and damages, and can also terminate the contract through the employer's fault. After the amendment, the minimum compensation for harm is six times the minimum wage (in 2026 about 28,836 zł), and claims can also be pursued directly against the perpetrator, who may be jointly liable with the employer.
📋 The rules
- Mobbing is persistent harassment (repeated, recurring or constant)
- Incidental behaviour is excluded from the definition
- The employer has a duty to counter mobbing
- Firms of 9+ people: required anti-mobbing procedures
- Minimum compensation: 6× the minimum wage (about 28,836 zł)
🔓 Exceptions
- Lawful instructions and work appraisal: not mobbing
- A single, incidental misunderstanding: excluded from the definition
- Joint liability of the perpetrator alongside the employer (after the amendment)
⚠️ Penalties & fines
A worker who fell victim to mobbing can claim from the employer (and, after the amendment, also from the perpetrator) compensation for harm — no lower than six times the minimum wage — and damages if the mobbing caused loss (e.g. led to the contract ending). The worker can also terminate the contract through the employer's fault. An employer who doesn't counter mobbing or fails to implement required procedures risks liability and inspection by the National Labour Inspectorate. To pursue your rights: document incidents (dates, witnesses, messages), use the internal reporting procedures, and if needed take the case to the labour court or report it to the inspectorate. Keep all evidence of harassment.
📎 Official sources
- ISAP · Labour Code (countering mobbing) →
- National Labour Inspectorate · Mobbing →
- Gov.pl · Countering mobbing →
❓ Frequently asked
What is workplace mobbing?
Persistent harassment of a worker. Under the new definition introduced in 2026, mobbing is repeated, recurring or constant. Incidental behaviour is excluded. Mobbing also isn't lawful work instructions or a fair, critical appraisal of work.
What can I claim if I'm a victim of mobbing?
Compensation for the harm suffered — after the amendment no lower than six times the minimum wage (in 2026 about 28,836 zł) — and damages if the mobbing caused loss. You can also terminate the contract through the employer's fault. Claims can also be pursued directly against the perpetrator.
Must the employer counter mobbing?
Yes. Countering mobbing is the employer's statutory duty. After the amendment, firms employing at least 9 people must set out the rules, procedures and frequency of anti-mobbing measures, e.g. in the work rules, and respond to reports and support those experiencing abuse.
What does the 2026 amendment change?
It simplifies the definition of mobbing (persistent harassment that's repeated, recurring or constant), raises the minimum compensation to six times the minimum wage, imposes new preventive duties on employers, and allows claims to be pursued directly against the perpetrator, jointly with the employer.
How do I prove mobbing?
Documenting is key: note dates and descriptions of events, gather messages, emails and notes, secure witnesses' names. Use the employer's internal mobbing-reporting procedures. If needed, take the case to the labour court or report it to the National Labour Inspectorate.
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