Labour law

How much time do I have to appeal against termination of an employment contract?

An appeal to the labour court is filed within 21 days of the date of service of the employer's letter. This deadline applies both to termination with notice and to termination without notice (disciplinary), as well as to a demand to establish an employment contract. Missing the deadline usually closes off the path to effectively pursuing claims, although in exceptional situations the court may reinstate it.

Owing to the short deadline, it is worth consulting the matter immediately after receiving a notice of termination. We prepare the appeal and represent employees from Gdańsk, Gdynia and the whole Tricity before the labour court.

What can I claim after an unlawful dismissal?

An employee dismissed unlawfully or without justification may demand reinstatement or compensation. The choice of claim depends on the situation and the type of contract, and in some cases the court may award compensation despite a demand for reinstatement.

• reinstatement on the previous terms,
• compensation for unlawful termination,
• remuneration for the period of remaining without work,
• rectification of the content of an employment certificate.

How to pursue outstanding remuneration and overtime?

Overdue remuneration, overtime pay and an equivalent for unused leave are pursued by a statement of claim before the labour court. Claims arising from the employment relationship become time-barred, as a rule, after 3 years from the day on which they became due, which is why it is not worth delaying in pursuing them.

• overdue and unpaid basic remuneration,
• premiums for overtime and night work,
• cash equivalent for unused annual leave,
• severance pay and other benefits arising from the employment relationship.

What does assistance in cases of workplace bullying and discrimination look like?

In cases of mobbing and discrimination we help document the violations and formulate claims for compensation or damages. Mobbing is persistent and long-term harassment of an employee, while discrimination means unequal treatment on prohibited grounds, for example on the basis of gender, age or origin.

We represent both employees seeking protection and employers who must repel such allegations and demonstrate that their actions comply with the law. We handle cases before the labour court in the Tri-City and online throughout Poland.

Workplace bullying (mobbing)

Are you being humiliated, intimidated or persistently undermined at work? Does your employer ignore your reports while the situation affects your professional and private life? You can seek protection of your rights and financial compensation.

From 5 November 2026 the Labour Code provisions on workplace bullying (mobbing) will change. The amendment simplifies the definition and extends the possibilities of claiming compensation for harm. Kancelaria Prawna Zarzycka i Partnerzy sp.k. in Gdańsk helps employees assess their situation, gather evidence and pursue their claims.

What will be considered workplace bullying?

The new definition describes workplace bullying as behaviour consisting of persistent harassment of an employee. Persistence means that the behaviour is repeated, recurring or continuous. The separate requirement that the harassment be long-lasting will be removed.

Workplace bullying may include, among other things:

• belittling and ridiculing the employee;

• intimidation and humiliation;

• unjustified criticism and undermining of professional competence;

• obstructing the performance of duties or access to necessary information;

• isolating the employee and excluding them from the team.

Such behaviour must take the form of persistent harassment. A single incident will not constitute workplace bullying, although it may justify protection on other grounds, e.g. infringement of personal rights. Justified criticism of work expressed in an appropriate form is not workplace bullying either.

Compensation for workplace bullying without having to prove a health disorder

One of the most important changes concerns compensation for harm suffered. An employee claiming this benefit will not have to prove that the bullying caused a health disorder.

The minimum compensation will be six times the minimum wage. This is the lower limit of the award, not the maximum amount that can be obtained. The amount claimed should reflect the circumstances of the case and the extent of the harm.

Records of medical treatment or therapy may still be relevant as evidence, especially when showing the consequences of the harassment.

How does compensation for damages differ from compensation for harm?

Compensation for harm (zadośćuczynienie) redresses non-material harm, i.e. suffering and other non-pecuniary consequences of workplace bullying.

Damages (odszkodowanie) cover material loss. Depending on the circumstances, they may include, e.g., justified medical costs or lost income connected with the bullying. They require proof of the loss, its amount and its link to the conduct on which the claim is based.

Choosing the right claims and determining their amount requires individual analysis.

How to prepare to pursue your claims?

It is worth starting the preparation of your case by putting the events and available materials in order. The following may help:

• emails, text messages and work correspondence;

• a chronological description of events with dates and the people involved;

• witness details;

• reports made to the employer and the responses received;

• medical records and proof of costs incurred.

During the consultation we assess the significance of each piece of evidence and indicate what information is still worth adding.

Will the new rules cover harassment that started earlier?

The amendment provides that the new rules will also apply to persistent harassment that began before it entered into force and continued after that date. That is why the period during which the behaviour occurred will also matter when assessing a case.

Legal assistance in workplace bullying cases – Gdańsk

Kancelaria Prawna Zarzycka i Partnerzy sp.k. offers an analysis of the employee's situation, help in preparing a report to the employer, assessment of the evidence, negotiations and representation before the labour court.

Do you suspect you are being bullied at work? Contact the law firm and book a consultation. We will analyse your situation and present the possible courses of action.

Content updated: 21 October 2026