New technologies, allowing for more efficient data processing, have become the main ally of business in the implementation of the sustainable development strategy. Digital transformation has also revolutionized the way people manage human resources, and platforms for digitizing and automating HR processes are currently experiencing their period of prosperity. How do new technologies support sustainable human resource management?

Sustainability has long ceased to be just a trend and has become an important and integral part of business operations. This was due to, m.in, progressive climate change, greater awareness of corporate governance principles and the importance of employee rights, but also EU regulations that impose non-financial reporting obligations on companies. We are talking about the Corporate Sustainability Reporting Directive, published on 16 December 2022 in the Official Journal of the EU. The ESG reporting requirement (first for 2024) will apply to public interest entities that have so far had a non-financial reporting obligation under the NFRD, but in the coming years it will apply to other groups of enterprises. It is therefore not surprising that the business community is already reviewing its sustainability strategies and implementing solutions that allow for more effective and measurable activities. The HR industry is an extremely important part of this puzzle, and new technologies allow you to effectively combine business goals with care for people and the planet.

– All paths towards sustainable human resource management lead through technology. Companies should reinvent HR, the modern one, based on data, algorithms, and artificial intelligence – says Andżelika Majewska, Vice President of LeasingTeam Group. – Digital solutions bring measurable environmental benefits, but also significantly improve formalities between the employer and the employee. They allow you to optimize onboarding, HR and payroll processes and increase operational efficiency. This is crucial at a time when human labor is becoming more and more expensive, but also in short supply – adds Andżelika Majewska.

Digitization of HR processes

HRM systems have been improving communication between HR and employees for years. The basis of this type of software is a central database, which provides the company with a comprehensive insight into the personnel situation. It is used by both medium-sized enterprises and international corporations. Most HRMS offer modules that allow you to manage working time, salaries or holidays. Along with the development of technology, more advanced solutions are being implemented, facilitating not only the work of HR departments, but also streamlining formalities on the part of employees and bringing measurable environmental benefits. Unfortunately, as LeasingTeam experts note, in many companies HR processes are still based on paper, and HR departments have been neglected for years in the context of digitization. However, this is starting to change, because in an era of complex environmental challenges and growing environmental awareness, paperless is becoming a key element of ESG strategies.

Sustainable development in Polish companies

Numerous studies are conducted in Poland to look at the practices of companies in the area of sustainable development. The results indicate that entrepreneurs are beginning to translate global ESG (Environment, Social, Governance) ideas into specific operational activities. This proves the growing maturity of the business, which sees the potential for long-term benefits. One of the key motivations is also the change in the expectations of customers, who more and more often prioritize environmental and social values over purely economic factors when choosing products or services.

However, growing awareness does not mean that the process is without challenges. For many companies, it is still a financial and organizational burden. Despite this, companies are increasingly looking for solutions that will allow them to combine economic development with care for society and the environment. One area where there is a particularly high commitment is human resource management.

New technologies in the service of sustainable HR

Companies that want to act responsibly and effectively are beginning to notice the key role of digitization of HR processes. Cloud-based solutions, document workflow automation, as well as analytical tools help not only to reduce paper or energy consumption, but also to improve the functioning of the entire HR department. The implementation of modern digital platforms can bring measurable benefits – both environmental and financial.

Technological support for HR processes translates into greater transparency and transparency in areas related to employee competence management or professional development control. It also enables precise monitoring of ESG-related indicators, which makes it easier to report progress towards achieving sustainable development goals. This allows organizations to better manage their human capital and actively build a culture of commitment and shared responsibility.

ESG practices in Polish companies

If you want to take a look at the detailed ESG practices of Polish companies and learn about specific examples of implementations, it is worth reaching for comprehensive studies. One of them is the LeasingTeam Group report “Do companies in Poland care about sustainable development?”, which shows how companies deal with the implementation of the idea of sustainable development in practice. It contains not only research results, but also recommendations and tips for those organizations that are just starting their path in the ESG area.

What is supplementary maternity leave?

In a situation where a newborn requires hospitalization immediately after birth, parents will be able to take supplementary maternity leave, provided that the appropriate conditions are met, including the week of pregnancy in which the child was born, its birth weight or the length of hospital stay. Depending on the specific criteria, this time can be up to 15 weeks or – in other cases – up to 8 weeks. Importantly, the new leave can be used immediately after the end of the basic maternity leave, and the employer will be obliged to grant the request for it.

Conditions for granting supplementary maternity leave

According to Art. 180 § 2 of the Labour Code, supplementary maternity leave is granted in the amount of one week of additional leave for each week of the child’s stay in hospital, but not longer than up to a certain limit:

When more than one child is born

In the case of multiple births (two or more children during one birth), the following are taken into account when determining the amount of supplementary leave:

Rules for granting additional leave and documents necessary for the application

Supplementary maternity leave is granted only once, which in practice means that a parent can take it only in one continuous period. In order to receive this additional time to care for the child, it is necessary to submit the application at least 21 days before the planned end of the basic maternity leave. It is worth bearing in mind that if the employee does not decide to take this leave immediately after the basic maternity leave, he or she will not be able to use it at a later date.

The application for supplementary maternity leave should be accompanied by:

It is worth noting that supplementary maternity leave can be used not only by biological parents. The right to this benefit is also available to employees who have taken a child for upbringing as a foster family (except for a professional foster family) and to persons who have applied to the court for the adoption of a child. However, it is important that hospitalization takes place after the child has been formally admitted for upbringing.

In addition, the new solution can also be used by people who, on the date of entry into force of the Act, are in the process of taking maternity leave (or leave under the conditions of maternity leave), acquired this right before 19 March 2025 and meet all statutory requirements, including those regarding the hospitalization of a child. In such a situation, it will be possible to take supplementary maternity leave from the date of entry into force of the regulations, provided that it takes place immediately after the end of the basic maternity leave.

Standard maternity leave – a reminder

According to Art. 180 § 1 of the Labour Code, basic maternity leave is granted in the following amount:

Only after the above-mentioned leaves have been used, the parent may apply for supplementary maternity leave if he or she meets the conditions specified in the regulations related to the child’s hospitalization.

Protection against termination and termination

An employee or father-parent raising a child is subject to special protection during the period of maternity leave and its supplementation. This means that from the date of submission of the application for supplementary maternity leave until the end of this leave, the employer may not:

Importantly, if an employee submits an application for supplementary maternity leave earlier than 21 days before the end of the basic maternity leave, the protection will take effect 21 days before the planned start of supplementary maternity leave.

Maternity allowance and return to work

For the period of supplementary maternity leave, the employee is entitled to a maternity allowance in the amount of 100% of the assessment basis.

After the end of supplementary maternity leave, the employer is obliged to allow the employee to work in the current position, and if this is not possible – in an equivalent position or another, no less advantageous.

Who else is affected by the changes?

The Act amending the Labour Code introduced a number of adjustment changes to other legal acts, m.in. in:

Summary

The new rules on supplementary maternity leave provide parents of premature babies and children hospitalized in the first weeks of life with additional support and legal protection. The condition for exercising these rights is a direct transition to supplementary maternity leave after the end of the basic leave and submitting an application at least 21 days before its planned end.

If you need additional information on work organisation, employee rights or HR and payroll processes, please contact LeasingTeam Group – we will be happy to help you adapt your organisation to the new regulations.

Legal basis:

The Occupational Barometer is an annual, one-year forecast created by experts from Provincial and District Labour Offices, coordinated by the Ministry of Family, Labour and Social Policy. Thanks to qualitative analyses and quantitative data, a comprehensive picture of the labour market is created, which helps to understand the current and future needs of employers. The latest information can be found in the official Occupational Barometer 2025 report. What conclusions can be drawn from this document for HR departments?

Deficit, sustainable and surplus occupations in 2025

The Occupation Barometer divides all the analysed professions into three categories:

According to the report, 23 occupations remain in deficit in 2025 (6 less than in the forecast for 2024). At the same time, due to the still low level of unemployment, no surplus occupations were indicated in national terms. Other occupations remain balanced, which means that – statistically – the number of job offers there is the closest to the number of candidates ready to take up employment.

Key findings from the Occupational Barometer 2025

According to the data presented in the publication, the greatest staff shortages on the labour market will be felt in sectors where it is already difficult to find qualified personnel. The most sought-after professions will include:

Doctors, bus and truck drivers, as well as general education and pre-school teachers were also mentioned among the shortage professions. The report also points to staff shortages in professions such as carers of the elderly and the disabled, nurses, midwives and accountants.

The lack of surplus occupations in 2025 means that almost everywhere the demand and supply of workers are either equalizing or the market is running a deficit. For companies planning to recruit, this sends a clear signal: sourcing the right candidates – especially in the categories mentioned above – can prove to be a demanding and time-consuming task.

Challenges and opportunities for HR departments

In order to effectively fill the staff gaps in shortage professions, HR departments should implement measures to help attract and retain employees today. A properly planned recruitment strategy requires not only anticipating the demand for new talent, but also taking care of employer branding and creating attractive career paths. Employees increasingly expect flexibility in the workplace and the possibility of continuous development, and it is these elements that will influence candidates’ decisions. The key will be:

1. Proactive recruitment and cooperation with educational institutions

Companies are increasingly reaching for internship programs and organizing workshops for students and graduates of trade schools. This allows them to identify the best talent early and prepare them for the specifics of the organization.

2. Development of competences within the organization

Well-organized training and retraining programs will help fill gaps in teams. It is particularly important to support employees in acquiring skills in the field of new technologies and soft skills, necessary in the modern labor market.

3. Effective HR Strategy

A properly planned recruitment strategy requires not only anticipating the demand for new talent, but also taking care of employer branding and creating attractive career paths. Employees increasingly expect flexibility in the workplace and the possibility of continuous development, and it is these elements that will influence candidates’ decisions .

Take advantage of the support of LeasingTeam Group experts

Are you wondering how best to implement the recommendations from the Occupational Barometer 2025 and effectively implement your recruitment plans? Contact LeasingTeam Group. We support HR departments in recruiting low- and senior-level employees, as well as advise and help in creating effective human resources management strategies. Feel free to contact us!

Check out the full report summarizing the results of the nationwide Occupational Barometer 2025 survey

The Ministry of Family, Labour and Social Policy is working on an advanced amendment to the regulations on mobbing, announcing a breakthrough in the current approach to protecting employees from harassment in the workplace. The growing number of reports of violations, the increase in legal awareness of employees and social expectations towards workplaces have led the ministry to plan far-reaching changes to the Labour Code. The proposed regulations provide for an extension of the definition of mobbing and the introduction of new obligations for employers to minimise cases of “sweeping matters under the carpet”. It is worth taking a look at what exactly the planned modifications are and what impact they may have on the Polish labour market.

The current definition of mobbing and the beginnings of regulation

The legal basis for mobbing was introduced in 2004 in Article 94 3 § 2 of the Labour Code. This provision defines mobbing as an action or behaviour concerning an employee (or directed against him/her), consisting of persistent and long-term harassment or intimidation, resulting in a reduced assessment of professional usefulness, and also aimed at or resulting in humiliation, ridicule, isolation or elimination from the team. This statutory definition was certainly a step forward in the fight against violence in the workplace, but many years of observation of data from the National Labour Inspectorate show that the requirement of long-term and repeatable behaviour does not always allow the injured employees to effectively defend their rights. One-off, but extremely severe incidents often do not fit into the literal wording of the provision, which is one of the main reasons for the planned changes. Regulations passed over twenty years ago do not correspond to the current reality and it is time to update them.

Discrimination and harassment as seen by the National Labour Inspectorate

The National Labour Inspectorate admits that mobbing is a form of psychological violence that can have many shades and permeate various aspects of professional relationships. Discrimination, harassment and mobbing are often intertwined – all these phenomena lead to a violation of the employee’s dignity, make them feel threatened, reduce the comfort of work and can cause serious health consequences. PIP statistics show that every year the inspectorate receives thousands of complaints related to improper treatment in the workplace. Some of them directly concern mobbing phenomena, but also discrimination on various levels, m.in. on the basis of gender, age or beliefs.

At the same time, the National Labour Inspectorate signals that reports aimed at explaining practices bearing the hallmarks of mobbing are often very complicated and require detailed analysis. According to the data available on the Inspectorate’s website, although a significant number of reports do indeed end up with an inspection and clarification of the case, many of them still remain in the grey area – without appropriate documentation or witnesses, which results in dismissals or unsatisfactory decisions for the injured employees. This state of affairs further shows the need to strengthen protective mechanisms.

As of 10 December 2024, the National Labour Inspectorate received a total of 1683 complaints in which the complainants reported the problem of mobbing. Labour inspectors confirmed the legitimacy of 95 allegations, 418 of which were found to be unfounded, and 156 cases are pending. In other cases, the evidentiary proceedings conducted during the inspection did not allow for verification of the allegations raised by the applicants, thus the resolution of the dispute between the parties as to the existence of mobbing remains at the sole discretion of court1.

Why does the ministry envisage changes?

In recent years, the growing determination of employees to assert their rights has become apparent. The increased number of reports of improper treatment recorded by the National Labour Inspectorate has an impact on legislative activities. The scale of the problem is also evidenced by the data from the report “Mobbing in Polish companies. Second edition – 2023 vs. 2022”, prepared by the UCE RESEARCH analytical and research platform and the ePsycholodzy.pl platform, according to which in the last 6 months of 2023 as many as 41.4% of the surveyed employees experienced signs of mobbing (compared to 40% in 2022).

Statistics and observations collected by the National Labour Inspectorate and numerous expert organisations show that the current definition of mobbing – focused on repetition and longevity – is insufficient to protect the victims. Some events, albeit one-off, cause huge psychological or health damage to employees. That is why the Ministry of Labour and Social Policy calls for clarification of the regulations so that they also cover single, but extremely harmful acts of harassment or violence.

How will the definition of mobbing change?

The proposed amendment to the Labour Code provides for the extension and flexibility of the concept and distinguishing 3 of its forms: physical, verbal and non-verbal. Mobbing is to mean “behaviour consisting in persistent harassment of an employee. The persistence of harassment is that it is repetitive, recurrent, or persistent.” It is to include activities such as:

The new definition should be carefully thought out so as not to give employees the feeling that any inappropriate behavior is mobbing. It already happens that such accusations are unfounded and result from the subjective feelings of the person. They are also sometimes used as a way to take revenge on their former employer. Currently, the regulations do not provide answers to many cases, so courts are forced to examine specific behaviors in terms of mobbing. It is worth noting that the planned changes assume that the courts will no longer examine the perpetrator’s intentions, but will focus on the very fact of mobbing.

According to the ministry, the planned changes are a key step in adapting Polish regulations to the realities of the modern labor market. The proposed regulations are also intended to strengthen the preventive function – an easier path to pursuing claims may more effectively deter potential perpetrators from engaging in behaviours bearing the hallmarks of psychological violence, and mobilize employers to consistently build an organisational culture free from discrimination and other irregularities.

New obligations for employers

The planned changes will not be limited to modifying the definition of mobbing. The Ministry of Family, Labour and Social Policy also wants to introduce a number of new requirements that will tighten the protection system and clearly indicate that not only the injured party or potential perpetrator, but also the entire organisation is responsible for the psychological safety of employees. In this context, the following should be mentioned:

In the opinion of experts from the National Labour Inspectorate, a clear formalisation of these procedures will require some employers to completely change their current practice. In the long run, however, it may significantly improve the atmosphere at work and stop the alarming trends visible in the PIP statistics.

Penalties for the employer and the mobber
Already under the current regulations, a person affected by mobbing in the workplace has the right to compensation or redress for the damage or psychological harm suffered, and if the harassment leads to the termination of the employment contract – the employee may demand additional compensation from the employer. In practice, this often means lengthy litigation.

The planned amendment to the Labour Code is to further tighten sanctions, providing for higher fines (after the amendment, the minimum amount is to increase to six times the minimum wage) and greater responsibility for covering up or downplaying cases of harassment. A person who commits mobbing, especially if he or she holds a managerial position or represents the employer in a decision-making manner, may be subject to more severe legal consequences, including an order to pay compensation and compensation for the costs incurred by the victim (e.g. psychological support). Particularly blatant violations of the provisions on respect for employee rights may be punishable not only by administrative fines, but also by civil liability, and in extreme cases, e.g. multiple violations – criminal proceedings for malicious or persistent violation of employee rights.

The role of new solutions and challenges for the labour market

The announced amendment is in line with pan-European trends in which the aim is to create transparent work environments free from discrimination and violence. The expanded definition of mobbing will make it easier for employees to react faster and more decisively to any manifestations of harassment, and employers will be forced to implement effective preventive mechanisms. These changes may in effect be conducive to building a better organizational culture, which translates into reduced staff turnover and increased team engagement.

At the same time, it should be remembered that for many companies, new obligations involve the need to audit existing regulations, conduct training and develop effective anti-mobbing procedures. In this context, the support of specialized agencies, such as LeasingTeam, which help companies go through the adaptation process, analyzing risks and preparing solutions tailored to the needs of the organization, can be particularly valuable.

Why is it worth tracking changes now?

The final shape of the new regulations will be known only after the completion of legislative work, but the Ministry of Labour and Social Policy informs that an application has already been submitted to include the bill in the list of legislative works of the government. However, employers should not delay taking preparatory measures. The increased interest of the public, the number of reports to the National Labour Inspectorate and the results of surveys show that the topic of mobbing and discrimination will be even more prominent. Failure to respond adequately or attempt to downplay the problem may bring not only financial consequences, but also far-reaching damage to the image. The increase in legal awareness of employees means that negligence in this area more and more often ends up in court.

Summary

The upcoming amendment to the Labour Code is a step towards more effective prevention of abuse and psychological violence in the workplace, which may be manifested by both repeated practices of harassment and one-off, but extremely severe behaviour. Data from the National Labour Inspectorate and research and market reports clearly indicate that the problem of mobbing and discrimination is not decreasing, but is even getting stronger.

The extended definition of mobbing is intended to support victims in asserting their rights, and the increased obligations of employers are intended to encourage companies to implement effective prevention policies and ensure a safe, friendly working environment. The amendment may prove to be a challenge for some companies, but at the same time an opportunity to raise market standards. Putting in place clear procedures for reporting abuse and providing real support to victims of harassment will not only reduce the risk of sanctions, but will also contribute to an ethical organizational culture in which employees feel respected and protected.

In the context of the upcoming changes, it is extremely important to professionalize activities – both in the field of HR, training and external consulting. Companies such as LeasingTeam Group can play an important role in this by auditing existing HR processes, which, when designed and operated properly, have a real impact on the comfort and efficiency of work. The final effect of the proposed amendment is to benefit all parties involved: employees – in the form of preventive measures and stronger protection, employers – in the form of a transparent image and trust of the team, and the entire labour market – through higher ethical standards and strengthening partner relations.

Origin:

1 Mobbing is violence – National Labour Inspectorate https://www.pip.gov.pl/aktualnosci/mobbing-to-przemoc

The minimum wage is an important element affecting the country’s economy, the standard of living of employees and the costs of doing business by employers. In connection with the upcoming year 2025, it is worth taking a look at the projected changes in this area. In this article, we will discuss the planned minimum wage increases, their impact on net wages, the cost of hiring an employee, and what these changes mean for employees and employers.

Minimum wage in 2025

The Regulation of the Council of Ministers of 12 September 2024 on the amount of the minimum wage for work and the amount of the minimum hourly rate in 2025 was published on 13 September in the Journal of Laws. On its basis, from 1 January 2025, a new minimum wage (the so-called “national minimum”) will apply in Poland, set at PLN 4666 gross per month. This is an increase of PLN 366 compared to the rate applicable from July 2024, which was PLN 4300 gross.

Minimum hourly wage in 2025

Along with the increase in the minimum monthly wage, from 1 January 2025, the minimum hourly rate for certain civil law contracts, such as contracts of mandate, will also increase. The new rate will be PLN 30.50 gross per hour (Journal of Laws of 2024, item 1362), which is an increase of PLN 2.40 compared to the rate applicable from July 2024, which was PLN 28.10 gross.

Net minimum wage in 2025 – how much will an employee receive on hand

How much will the net earnings of employees who in 2025 receive a salary of PLN 4666 gross? In the case of full-time work – without taking into account the ECP, for an employee over 26 years of age, assuming that the employee submits PIT-2 and earns income from one employment relationship in the place of residence – the following are subtracted from the remuneration:

After these deductions, the employee will receive PLN 3,510.92 net.

The process of setting the minimum wage

The amount of the minimum wage and the minimum hourly rate is determined by the Council of Ministers by way of a regulation. The proposals are consulted with the Social Dialogue Council, but the final decision rests with the government. In the case of a forecast inflation rate below 5%, the minimum wage is changed once a year, from 1 January. With the expected price increase rate of at least 5%, two dates for raising the minimum wage are set – from 1 January and from 1 July.

We already know that in 2025 the minimum wage increase will take place only once and will be valid throughout the year.

Impact on the labour market and employer’s costs

For workers, an increase in the minimum wage means higher incomes, which can improve their standard of living and increase their purchasing power. This is particularly important in the face of the rising cost of living and inflation.

Employers must prepare for increased employment costs and take these changes into account when planning the budget for 2025. Employment of an employee in the amount of the minimum wage for full A full-time job will cost the employer about PLN 5,621.60 . The total cost of an hour of performance of a civil law contract by the contractor will cost the principal PLN 36.75.

An increase in the minimum wage may therefore affect the margins of enterprises, especially in sectors with a large share of employees receiving the lowest wages. Some employers may decide to reduce employment, which may primarily affect people with low qualifications. On the other hand, high labour costs can be an incentive for entrepreneurs to invest in automation and innovative solutions, which will contribute to an increase in productivity.

LeasingTeam Group is at the disposal of both employees and employers, offering support in the field of personnel consulting, optimization of employment costs and adaptation to changing market conditions. Feel free to contact us to discuss your individual needs and challenges.

Payroll outsourcing is an excellent solution especially for people who have difficulties in controlling company expenses and want to finally control the budget of their business. With the support of experienced and highly qualified specialists of LeasingTeam Group, running a business will become pure pleasure. But these are not the only advantages of HR and payroll services provided by experts! Find out more!

What exactly is payroll outsourcing?

HR and payroll services are part of the outsourcing offer, i.e. the transfer of functions or tasks of the company to other, external companies. The scope covers many important areas of the company that directly affect its functioning. These are HR and payroll services, where you can count on support in the field of:

As part of payroll outsourcing, you can also use the proprietary HTM system – TalentPoint, which is designed for employees. With its help, the team can, for example, sign contracts of mandate, as well as submit leave requests and check salary.

By constantly monitoring changes in regulations regarding HR, payroll, accounting and tax payment, as well as improving the qualifications of our employees, we can guarantee professional and complete payroll and HR services at the highest level. We will take the burden of responsibility off your shoulders and make running a business as enjoyable as it used to be from now on. With us, you will save time and money and gain a number of additional benefits.

Benefits of outsourcing payroll and HR services

No more wondering if everything is paid on time and if each employee has received their salary in the right amount. Thanks to HR and payroll services provided by external LeasingTeam experts, you will be able to focus on what is most important, i.e. developing your company. However, this is not the only advantage of outsourcing the maintenance of company records to an external company. In addition, payroll outsourcing will allow you to:

In addition, if you use our HR and payroll services, you can count on the support of specialists who can boast many years of experience and will certainly tell you what to do in a difficult situation.

Entrust HR and payroll services to trusted experts

Are you afraid to share data about your employees and your company with someone else? Are you afraid to trust an external company? Being careful in this regard is very reasonable! After all, improperly conducted HR and payroll services can have many serious consequences, not only financial. Delays in paying salaries or delaying the payment of important invoices are situations that can contribute to a decrease in employees’ trust in you and a decrease in the reputation of your company. However, even so, you can’t do everything on your own, even if you’re a specialist in this field.

To ensure that everything is completed on time and all information remains confidential, carefully verify experts who offer comprehensive HR and payroll services. Check the experience and opinions and choose a competent company that has been trusted by many companies throughout Poland for years. This is the best way to avoid the costly consequences of outsourcing HR and payroll services to someone unreliable. Doing so is also a guarantee of the safety of all people who work for you.

When is it worth opting for external HR and payroll services?

Payroll and HR services as part of outsourcing are an offer addressed primarily to small and medium-sized enterprises. Thanks to this solution, there is no need to create additional jobs in the company for people who would deal with HR and payroll services. This allows you to save money and allocate it to the development of the company.

Do you want to use payroll outsourcing? Contact us and we will not only answer your questions, but also tailor the offer to the nature of your business and needs. Flexibility and professionalism are the key values of LeasingTeam. Check us out!

What is EcoVadis and what is the EcoVadis Committed award for?

EcoVadis is a global platform that evaluates companies in terms of their ESG (Environmental, Social, Governance) practices.

The evaluation system covers four key areas:

1. Environment – managing the company’s impact on the climate and natural resources.

2. Human and employee rights – compliance with ethical and social standards.

3. Ethics – acting in accordance with the principles of honesty in business.

4. Sustainable purchasing – choosing suppliers who act responsibly.

The ratings awarded by EcoVadis are recognized worldwide as a reliable indicator of companies’ commitment to sustainable development. The EcoVadis Committed award confirms that the organization not only meets ESG standards, but also continuously improves its operations, setting ambitious goals for the future.

Why is the EcoVadis Committed award important?

Obtaining the EcoVadis Committed award is the result of the commitment of the entire LeasingTeam Group. Our sustainability strategy is based on several pillars:

The EcoVadis Committed award is of great importance to us, as it strengthens the trust of our customers, partners and job candidates, confirming that we care about responsible actions, in accordance with the highest standards. This form of recognition also motivates us to continue to grow, continue our strategy and set new, ambitious goals in the area of ESG, proving to us that we are going in the right direction.

For our customers and business partners, the EcoVadis Committed award is a guarantee that they are working with an organization that is responsible and aware of its role in building a better future. Allows:

Sustainable development as the foundation of LeasingTeam Group’s operations

At LeasingTeam Group, we believe that sustainable development is not just a trend, but a necessity to build a future that is responsible for people and the planet. The EcoVadis Committed award is not only a source of pride for us, but also a commitment to do even better. We are proud of this achievement and treat it as a motivation for further action. We thank our employees, customers and partners who contribute to our mission every day.

If you want to learn more about sustainability efforts, download our free report on the study of ESG practices and priorities in organizations in Poland: 2024 REPORT: Do companies in Poland care about sustainable development?

The “Best Employer” report is a prestigious review of companies that stand out on the labor market through the application of exceptional standards of human resources management. At a time when the role of employee experience and employee well-being are becoming key elements of an organization’s success, similar statements play an important role as a benchmark for other companies. They present organizations that combine business development with concern for the satisfaction and development of their teams.

This year’s ranking of “Gazeta Finansowa” presents organizations that set standards in the area of HR, actively investing in human capital. This group includes organizations such as:

At LeasingTeam Group, the organisation’s strategy is based on the aforementioned flexibility, openness to feedback and ensuring a comfortable working environment. The company emphasizes freedom of action and responsibility, which is conducive to taking initiatives appreciated by the management, and also invariably believes that people are the foundation of every organization, and their commitment and satisfaction translate into the success of everyone.

Why is employee experience crucial?

Modern companies are increasingly realizing that taking care of employees is not only an ethical issue, but also a strategic one. Employee experience – i.e. the overall experience of an employee in an organization – has a direct impact on the effectiveness, loyalty, and commitment of teams. Employees who feel valued, have the opportunity to develop and work in a comfortable environment are more motivated and willing to cooperate in the long term. Companies that invest in the development and well-being of their team gain a competitive advantage by attracting the best talent in the market.

The “Best Employer” report is not only a list of outstanding organizations, but also an inspiration for other companies that want to create the workplace of the future. In the era of dynamic changes and growing expectations of employees, the success of a company largely depends on its ability to build a positive employee experience.

The Best Employers report is available in full here: https://gf24.pl/41450/najlepszy-pracodawca-2024/

Planning holidays in accordance with the calendar of days off allows you to make the most of your free time. In this article, we present the full calendar of days off in 2025 and explain how you can optimally use your holiday entitlement in accordance with the Polish Labour Code.

Length of leave for employees in accordance with the Labour Code

According to the Polish Labour Code, the amount of holiday leave depends on the length of service of the employee and amounts to:

It is worth remembering that the length of service, which determines the length of leave, includes periods of employment with various employers and education (e.g. graduating from university adds 8 years to the length of service). This allows many employees to take a full 26 days of vacation earlier in their careers.

Calendar of holidays in 2025

In 2025, the statutory employee is entitled to 14 days off work. Several of these days fall on working days, which opens up the possibility of effectively planning longer periods of rest with minimal use of vacation days.

List of non-working days in 2025:

Days off for holidays falling on Saturday

According to the Labour Code (Article 130 § 2), if a holiday falls on a Saturday, the employer is obliged to grant the employee an additional day off at a different time. This applies to people employed under an employment contract.

In 2025, this situation applies to two days:

This means that employees will receive an additional two days off, which they can use in consultation with the employer. This should take place in the same month as the holiday on Saturday – if the workplace has adopted a monthly settlement period. At the request of the employee, the company can give a day off after the end of this period. Then, in the case of an inspection, a specific reason for such a decision should be given. The employer can “give away” a day off before the holiday falling on Saturday or after it. It can also indicate specific days or allow the employee to choose a day off. Importantly, the employee is entitled to a full day of leave for a holiday falling on a Saturday. It cannot be divided into hours.

What is the best way to plan your vacation to get long weekends?

Below are suggestions on how to organize a long holiday using statutory holidays.

January – New Year’s Day and Epiphany

Epiphany, which falls on Monday, gives you the opportunity to spend a long weekend at the beginning of the year without having to take an additional holiday.

May 2025 – long weekend

Labor Day falls on Thursday, and Constitution Day falls on Saturday. It is enough to take one day off (May 2) to enjoy a four-day holiday (May 1-4). Thanks to the allowance for a holiday falling on a Saturday, the employee gains an additional day off at a different time.

Corpus Christi – June long weekend

Corpus Christi falls on June 12 (Thursday), which creates the possibility of a longer weekend when taking a holiday on Friday.

August – long weekend on the occasion of the Assumption

August 15 falls on Friday, which means a natural three-day weekend – the perfect time for summer rest.

November – a long weekend and a day off for All Saints’ Day

All Saints’ Day falls on a Saturday, which means an additional day off to use. In addition, Independence Day falls on November 11 (Tuesday). All you have to do is take a holiday on November 10 (Monday) to extend the weekend for four days.

Christmas – extended Christmas time

Christmas Eve (24 December) and Christmas Holidays (25-26 December, Thursday and Friday) combined with the holiday of 22-23 December can create a nine-day rest period (20-28 December).

How to plan your vacation in 2025 – tips

1. Early appointment – setting vacation dates at the beginning of the year avoids collisions with your team’s plans and gives you access to preferred days off.

2. Effective use of vacation days – in 2025, thanks to the skilful combination of public holidays and annual leave, you can gain as many as 36 days off while using only 11 days of vacation.

3. Individual adjustment of the length of the holiday – more frequent, shorter holidays may be beneficial for people who prefer short trips, and longer holidays will work, for example, when planning foreign trips.

Leave management in the company – how to ensure smooth work?

Effective leave management is a challenge that every company faces. Proper planning minimizes disruption to teams, ensures an even workload on employees, and avoids sudden staff shortages. To make the vacation planning process simpler and more transparent, it is worth using a modern HR and payroll system, such as TalentPoint.

TalentPoint is a platform supporting human resource management, which offers the function of electronic leave requests. Thanks to this system, both employees and the HR department can easily and efficiently plan their free time. Electronic leave requests provide many benefits:

Implementing a solution like TalentPoint helps companies not only automate administrative processes, but also increase employee satisfaction by approving requests more transparently and quickly. As a result, companies can manage working time and human resources more effectively, which has a direct impact on the productivity and smoothness of teams.

Summary

When planning your holiday for 2025, it is worth familiarising yourself with the calendar of days off and adjusting your plan so as to make the most of the 20 or 26 days of leave you are entitled to in accordance with the provisions of the Labour Code. Careful planning allows you to have more time to rest, minimize the number of vacation days used during the year, and enjoy longer weekends that are conducive to regeneration and complete relaxation. Modern tools such as TalentPoint support companies in managing the leave process, streamlining the submission and approval of requests. With automation and real-time visibility into the vacation calendar, companies can plan work more effectively and minimize disruptions related to employee absences.