The transfer of all or part of an establishment (zakład pracy) is a special concept in labour law relating to changes in ownership. Put simply, it is the automatic transfer of all the rights and obligations of the employer from one entity to another, without the need for any additional actions or consents from the parties involved. However, this must be preceded by the fulfilment of a range of informing obligations by both the new and former employers. Let’s take a look at what the process should involve.

The Civil Law Codification Commission has adopted and published a draft amendment to the Commercial Companies Code. The proposed changes include new mechanisms to strengthen shareholder protection in capital companies, enabling shareholders to request to leave their respective companies.

The Polish power system has reached a turning point. While the energy transition is gaining momentum and technological limitations are no longer an issue, connection capacity has become a problem. The UC84[1] draft law, commonly referred to as the Connections Reform, is the response to this crisis.

According to the latest data, nearly 15,000 companies dealing with artificial intelligence were registered in Poland in 2025.[1] This testifies to an undoubted boom in AI, as well as to the dynamic changes related to the development of this technology. However, amid the rush to implement AI, do companies consider the most important issue: securing the outcomes of their work and protecting themselves against competitors? In this article, we explore this issue and suggest ways to avoid costly problems.

The length of service no longer depends solely on work carried out under a contract of employment. The amendment to the Labour Code introduces significant changes, as work carried out under civil law contracts or as part of business activity will now also be included when calculating service, which affects employees’ rights. What will this mean for employees and employers?