Cooperation and relationships in the workplace are not always straightforward. Different personalities, ambitions, time pressure and varying management styles can lead to tensions. It is crucial, however, that difficult situations do not become the norm, and that both employees and employers know how to respond to them.
From 5 November 2026, the rules on preventing workplace bullying will change. For employers, this means not only updating their documentation but, above all, clarifying the rules for identifying, reporting and resolving conflict situations within the company.
On that date, amendments to the Labour Code concerning workplace bullying, discrimination and employers’ obligations relating to the prevention of undesirable behaviour in the workplace will come into force. The new provisions amend the definition of workplace bullying and place greater emphasis on preventive measures.
What will change?
Mobbing is defined as the persistent harassment of an employee, that is, behaviour that is repetitive, recurring or ongoing. The regulations set out examples of behaviour that may constitute mobbing, including humiliation, intimidation, ridicule, unjustified criticism, hindering the performance of duties, or isolating an employee from the team.
At the same time, not every difficult situation at work constitutes workplace bullying. Justified and appropriately expressed accountability for an employee’s performance of their duties or criticism of their work will not be treated as workplace bullying.
Did you know that…?
The perpetrator of workplace bullying does not necessarily have to be a line manager. The new regulations also take into account the behaviour of other employees, subordinates and even people working on a basis other than an employment contract. This means that the problem may also arise between colleagues – and require the employer to take action.
The employer is to take action at an earlier stage
The new regulations emphasise the obligation to systematically combat workplace bullying. This involves not only responding to reports, but also preventing undesirable behaviour, detecting it, taking corrective action and supporting those affected.
It is therefore worth checking whether the company has clearly defined where problems can be reported, who receives the reports, how the investigation is conducted and how the actions taken are documented.
What should you do right now?
Employers should consider, first and foremost: The changes will be of particular significance to employers with at least 10 staff members. They will be required to establish rules, procedures and the frequency of measures concerning, amongst other things, the prevention of workplace bullying, discrimination and violations of employees’ dignity and other personal rights. A period of six months from the Act’s entry into force is provided for adapting the rules of procedure or issuing appropriate rules.
- reviewing and updating the anti-bullying policy and internal regulations,
- verifying the procedure for receiving and investigating reports,
- identifying the persons responsible for responding to reports of undesirable behaviour,
- clarifying the rules for documenting proceedings,
- training for management and HR staff,
- informing employees of the applicable rules.
The changes will be of particular significance to employers with at least 10 staff members. They will be required to establish rules, procedures and the frequency of measures relating, amongst other things, to combating workplace bullying, discrimination and violations of employees’ dignity and other personal rights. A period of six months from the date the Act comes into force is allowed for amending the staff regulations or drawing up appropriate regulations.
It’s not just the documents that matter
A well-drafted procedure should be more than just a document stored in a company folder. It should provide employees with clear guidance on what to do when a problem arises, and give employers the knowledge to respond appropriately.
On 5 November, the regulations will change. This is a good time to check whether the company’s procedures are ready for this change – and whether they work in practice.
Summary: what will change from 5 November 2026?
Definition of workplace bullying
Currently: this includes, amongst other things, harassment or intimidation that is persistent and long-term and leads to specific consequences.
From 5 November 2026: the key element will be persistent harassment – behaviour that is repetitive, recurring or ongoing.
The effects of workplace bullying
Currently: it is necessary to demonstrate, amongst other things, specific consequences of workplace bullying.
From 5 November 2026: the definition will not depend on the occurrence of a specific consequence or on the perpetrator’s intention.
Examples of behaviour
Currently: the regulations do not contain such a detailed list of examples of behaviour.
From 5 November 2026: the Act lists, amongst other things, humiliation, intimidation, ridicule, unjustified criticism, hindering an employee’s work, or isolating an employee.
Who might be guilty of workplace bullying?
Currently: bullying is often associated primarily with the relationship between a manager and an employee.
From 5 November 2026: the regulations also explicitly cover the conduct of a colleague, a subordinate or a group of people.
Employer’s obligations
Currently: an employer is obliged to take steps to prevent workplace bullying.
From 5 November 2026: this obligation will be clarified as a systematic process comprising prevention, detection, response, corrective action and support.
Additional obligations for employers with at least 10 employees
From 5 November 2026: there will be an obligation to lay down rules, procedures and the frequency of measures relating, amongst other things, to workplace bullying and the protection of employees’ dignity.
Legal basis: The Act of 19 June 2026 amending the Labour Code and the Code of Civil Procedure (Journal of Laws of 2026, item 1046).