At PKF BPO, we help translate new regulatory requirements into solutions tailored to your organisation, from auditing existing procedures and documentation to implementation and training.
Employers in Poland can no longer limit their efforts to formally having an anti-mobbing procedure in place. The new regulations require systematic preventive measures, the identification of irregularities, appropriate responses and remedial action, as well as support for people affected by workplace bullying, harassment or unequal treatment.
For employers with at least 10 employees, this also means establishing rules, procedures and the frequency of measures aimed at preventing workplace bullying, discrimination, breaches of the principle of equal treatment, and violations of employees’ dignity and other personal rights. These provisions should be included in a collective bargaining agreement or workplace regulations. If they are not covered by either of these documents, they must be set out in separate regulations.
With PKF BPO, you receive a ready-to-implement solution: clearly defined roles, a straightforward reporting process and documentation tailored to your company. With expert support, you can also prepare your management team, HR function and employees to apply the new rules.
Anti-mobbing procedure: is your company prepared for the new anti-mobbing legislation?
Having an anti-mobbing policy or procedure does not necessarily mean that your organisation is prepared for the new requirements. In many companies, the existing provisions are general and do not specify how preventive measures should be carried out, how reports should be handled or how frequently particular measures should be taken. The new regulations in Poland require more than updating documents. They also require the design of a coherent organisational system for preventing workplace bullying, discrimination and breaches of the principle of equal treatment.
Anti-mobbing legislation: applicable transitional deadlines
The amendment to the Polish Labour Code and Code of Civil Procedure dated 19 June 2026, commonly referred to as the Anti-Mobbing Act, gives employers six months from its effective date to bring their workplace regulations into line with the new requirements or issue the regulations referred to in Article 94 indx 3a § 1 of the Labour Code. The Act was promulgated on 4 August 2026 and, pursuant to Article 6, will enter into force on 5 November 2026. Consequently, the deadline for amending workplace regulations or implementing separate regulations will be 5 May 2027.
Do not leave your preparations until the last minute. Use the transition period to audit your documentation, assign responsibilities and prepare the people who will apply the new rules in practice.
Audit of anti-mobbing procedures and workplace regulations
Working with PKF BPO helps you:
- clearly assign responsibilities and establish a process for responding to reports,
- reduce the risk of actions that are inconsistent with the adopted procedure,
- prepare managers to respond appropriately when intervention is required.
The service is intended both for companies that are only beginning to develop a system for preventing workplace bullying and for organisations that need an audit, updated documentation or the alignment of existing arrangements with the new regulations.
Choose the starting point that best matches your company’s needs: an audit of existing arrangements, the preparation or revision of documentation, or comprehensive support covering the audit, implementation and training.
Once we have reviewed your organisation’s situation, we will propose a scope of work that reflects its needs and current level of preparedness.
The first stage of our cooperation may involve an audit of the anti-mobbing regulations and procedures currently in force within your company.
We review matters including:
- workplace regulations,
- anti-mobbing procedures and policies,
- provisions on discrimination and equal treatment,
- arrangements for reporting irregularities,
- the process for reviewing reports,
- the operating rules of committees or individuals conducting investigations,
- documentation used throughout the process.
Once the audit has been completed, you will receive a structured overview of the gaps identified, priorities for change and the recommended scope of further action. The audit findings provide a practical basis for updating documentation and planning the implementation of an anti-mobbing policy.
Implementing an anti-mobbing procedure: how can we help?
What will your organisation gain?
A clear division of responsibilities, a structured process for receiving reports, documentation tailored to the company’s structure, properly prepared responsible persons, and consistent rules for handling situations that require a response.
PKF BPO’s support may include:
- preparing or updating the anti-mobbing procedure,
- adapting workplace regulations to the new requirements,
- developing rules for preventing workplace bullying, discrimination and other unacceptable conduct,
- determining the frequency of preventive measures,
- establishing arrangements for reporting irregularities,
- developing rules for reviewing reports and conducting internal investigations,
- preparing document and form templates,
- drafting employee communications or communication guidelines,
- supporting the implementation of the new regulations.
As a result, the organisation receives a coherent system for preventing workplace bullying: documentation tailored to its structure, clearly defined roles and responsibilities, an organised process for receiving and reviewing reports, and people who are prepared to apply the procedure in practice.
PKF BPO specialists prepare the documentation, recommendations and implementation materials, while also supporting the individuals responsible on the employer’s side.
Workforce controlling and HR reporting as tools for preventing workplace bullying
Effective prevention of workplace bullying and other unacceptable conduct should not rely exclusively on procedures, training and the handling of reports.
Workforce controlling complements these measures with a data-driven early-warning system. Regular analysis of employee turnover, absences, overtime, annual leave utilisation, engagement survey results, employee complaints and sudden staffing changes within individual teams can help identify areas requiring attention at an earlier stage.
Indicators do not replace a thorough assessment of a particular situation and do not, in themselves, prove that workplace bullying has occurred. They can, however, help identify concerning trends, prioritise preventive measures and determine whether the implemented solutions are working effectively.
PKF BPO workforce controlling support packages include:
- developing an HR reporting and workforce controlling model,
- selecting indicators and warning thresholds suited to the organisation’s structure and risks,
- preparing periodic reports and management dashboards for the management board, HR or compliance function,
- organising data sources and establishing rules for updating them,
- supporting the configuration of systems and tools used to monitor workforce-related risks.
Workforce controlling is a practical mechanism that supports targeted preventive measures, management decisions and periodic assessments of the adopted system’s effectiveness.
We do not create documentation that will simply sit in a drawer. We design rules and processes that help employers act efficiently and securely when a report is received or a warning sign requires a response. Learn more about our Managerial Accounting and Controlling service.
Anti-mobbing training for management, HR and employees
An effective procedure requires proper preparation of the people who will apply it. In cooperation with PKF Polska’s training experts, we can therefore supplement the implementation process with dedicated anti-mobbing training for:
- business owners and management board members,
- HR and payroll teams,
- senior management and line managers,
- employees.
Preparing managers is particularly important. The new regulations expressly state that holding an employee accountable for their assigned work or criticising that work does not constitute workplace bullying, provided that such action is justified and expressed appropriately. We train managers not only to recognise unacceptable conduct, but also to manage their teams safely and effectively, enforce responsibilities, provide feedback and respond to conflicts.
Why implement anti-mobbing procedures with PKF BPO?
We look beyond the wording of workplace regulations when assessing the new obligations.
We understand employers’ day-to-day processes, which is why we design solutions that answer practical questions such as:
- who receives a report,
- who takes further action,
- how the process should be documented,
- how managers should be prepared,
- how the new rules should be communicated to employees.
Our solutions can also be tailored to small and medium-sized companies that do not have an in-house compliance department or extensive legal resources.
One service. One partner. Documentation, implementation and training combined into a coherent system for preventing workplace bullying.
We determine the scope of support after reviewing the employer’s situation, existing documentation, organisational structure and HR processes. This ensures that our recommendations reflect the company’s actual needs instead of simply replicating a standard procedure template.
Support following the implementation of an anti-mobbing procedure
Following implementation, we can support the employer by updating documentation, providing guidance on applying the procedure and periodically reviewing the adopted arrangements. The scope of ongoing cooperation is tailored to the organisation’s needs.
Anti-mobbing procedure: frequently asked questions from employers
Do not wait until you receive your first report of workplace bullying. Arrange a brief consultation with a PKF BPO expert. We will assess whether your procedures, workplace regulations and arrangements for responding to reports need to be updated. Following the consultation, you will receive an initial recommendation for further action and a proposed scope of audit or implementation tailored to your organisation’s needs. Take the first step before the transition period expires.
