National Labour Inspectorate (PIP) inspections in Poland: the rules changed on 8 July

On 8 July 2026, some of the most significant changes in years to the operation of Poland’s National Labour Inspectorate (PIP) came into force. Public debate has focused primarily on the Inspectorate’s new powers to challenge sham civil-law contracts and B2B arrangements, commonly referred to as reclassification. However, reducing the reform to this issue alone would be a considerable oversimplification.

The amendment introduces a systemic change to the way labour inspections are conducted in Poland. The National Labour Inspectorate will gain new legal instruments, broader access to data and the ability to carry out inspections using modern communication tools. The reform changes not only the scope of inspectors’ powers, but above all the philosophy behind the authority’s activities.

The legislative changes coincide with a change in the position of Chief Labour Inspector. Janusz Krasoń has taken up the role and will be responsible for implementing the new measures and shaping the way in which they are applied in practice.

It is also important to remember that the effects of the reform will not be limited to relations between employers and the National Labour Inspectorate. Expanded cooperation between PIP, the Social Insurance Institution (ZUS) and the National Revenue Administration (KAS) means that findings made during an inspection may also have consequences for social security contributions, tax settlements and other public-law liabilities.

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PIP inspections in Poland: a new approach to supervision

The Inspectorate is expected to focus not only on civil-law contracts, but also on matters including remote work, workplace bullying, equal pay for women and men, compliance with whistleblower regulations, workplace temperatures and Employee Capital Plans (PPK).

This means that the scope of inspections will become increasingly broad. The risk of an inspection will no longer concern only employers against whom employees have filed complaints. Analytical selection of entities for inspection, including the use of algorithms, and information obtained from other public authorities will also become increasingly important.

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Not only B2B arrangements

The possibility of PIP challenging cases of sham self-employment has attracted the most attention. However, it should be emphasised that this is only one element of a much broader reform.

The legislation provides, in particular, for:

• expanded exchange of information between the National Labour Inspectorate, the Social Insurance Institution and the National Revenue Administration;
• the possibility of conducting inspections or individual inspection activities remotely;
• the digitalisation of post-inspection documentation;
• the introduction of new enforcement measures against employers;
• higher penalties for breaches of labour law.

In practice, businesses should no longer view a PIP inspection as an isolated administrative event. Instead, it should be seen as part of Poland’s broader system of state supervision over the legality of employment arrangements and compliance with public-law obligations.

More information about PIP’s new powers, the inspection of civil-law contracts and B2B arrangements, and the potential consequences for employers can be found in the article: “New powers of the National Labour Inspectorate from 8 July 2026: consequences for employers.”

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Inspections will no longer have to take place exclusively at the company’s premises

One of the more significant changes is the possibility of conducting inspections remotely. In justified cases, an inspector will be able to carry out inspection activities using electronic means of communication, request that documents be submitted electronically and even perform certain activities using a live online connection.

This responds to the continuing digitalisation of public administration. At the same time, it means that businesses will need to ensure that their electronic documentation is properly organised and that they have effective procedures for communicating with inspection authorities.

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New tools for the National Labour Inspectorate

The amendment also introduces an instruction to remedy identified violations. Where an inspector determines that cooperation formally based on a civil-law contract in fact meets the criteria of an employment relationship, the inspector will be able to require the parties to bring the legal relationship into compliance with the applicable regulations voluntarily.

Only a failure to comply with the instruction may result in further action by the competent district labour inspector, including the issuance of an administrative decision or the referral of the case to court. The measure is intended to serve both a preventive and a corrective function.

A second important development is the possibility of obtaining an individual interpretation issued by the Chief Labour Inspector. Businesses will be able to obtain a formal position on the classification of a particular legal relationship before an inspection is initiated. Although this will not completely eliminate the risk of subsequent verification, it may provide a valuable tool when planning employment models.

PIP after 8 July 2026

New rules for employer inspections in Poland

The reform concerns more than B2B arrangements. It changes the entire model of employment supervision.

Five key changes

• Remote inspections

  Electronic documents, video conferences and inspection activities carried out online.
• Analytical selection

  Selection of entities for inspection based on data, algorithms and information obtained from other public authorities.
• Review of B2B arrangements and civil-law contracts

  Assessment of whether the way in which work is performed in fact corresponds to an employment relationship.
• New enforcement measures

  An instruction to remedy identified violations and, if it is not complied with, an administrative decision or referral of the case to court.
• Broader data exchange

  Closer cooperation and expanded exchange of information between PIP, ZUS and KAS.

Higher financial penalties

PLN 2,000–60,000

new standard range of fines for offences against employee rights

up to PLN 90,000

where the same offence is committed again within two years

Preparing for an inspection should be an ongoing process, not a one-off exercise.

• 01
  Review employment models
  In particular, B2B arrangements and civil-law contracts — check whether they display the characteristics of an employment relationship.
• 02
  Organise electronic documentation
  It must be complete and accessible during remote inspections as well.
• 03
  Check that documents are consistent with practice
  What matters is the way in which work is actually performed, not merely the wording of the contract.

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The consequences may extend far beyond the PIP inspection

In practice, the consequences of an inspection will increasingly extend beyond the issuance of a written recommendation or an administrative decision.

Expanded cooperation between PIP, ZUS and KAS means that findings made by a labour inspector may provide grounds for initiating further proceedings concerning social security and tax obligations. Where an employment model is challenged, a business may be required not only to change the way in which individuals are engaged, but also to correct its settlements with the Social Insurance Institution, pay outstanding contributions together with interest and face other public-law consequences.

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Criminal and financial sanctions for employers in Poland

The amendment also increases the fines applicable to most offences against employee rights. Standard fines for violations of employee rights will rise from the current range of PLN 1,000 to PLN 30,000 to a new range of PLN 2,000 to PLN 60,000. In the case of a repeat offence, meaning the same offence committed within two years, the fine may reach PLN 90,000.

The list of offences has also been expanded to include new violations, such as circumventing the rules on the use of civil-law contracts in circumstances where an employment contract should have been concluded. Criminal liability must not be overlooked either. A labour inspector may report a suspected criminal offence, particularly under Article 218 § 1a of the Polish Criminal Code, which concerns the malicious or persistent infringement of employee rights arising from an employment relationship or social insurance. An inspector may also submit a report under Article 219 of the Criminal Code, which penalises the failure to report required information or the reporting of false information that affects a person’s entitlement to social security benefits or the amount of those benefits.

A PIP inspection is therefore increasingly likely to mark the beginning of a much broader process involving several public authorities and, in certain circumstances, law enforcement authorities and criminal court proceedings.

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Summary

The reform of the National Labour Inspectorate is one of the most significant changes in Polish labour law in recent years. It changes the way inspections are conducted, expands the authorities’ powers and strengthens cooperation between PIP, ZUS and KAS. For businesses, this means that labour-law compliance must be considered much more broadly than before. The best strategy is not to prepare for one specific inspection, but to create an organisation that is ready for an inspection every day. Regular audits, up-to-date documentation and consistency between formal documents and the way work is actually performed remain the most effective methods of limiting legal risk.

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If you have any further questions or require additional information, please contact your business relationship person or use the enquiry form on the HLB Poland website.

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