Changes in staffing and pay in 2026. What lies ahead for employers and HR departments?

The year 2026 will bring major changes in human resources and wages. These are not cosmetic adjustments, but regulations that will have a real impact on labour costs, employment policy, holiday planning and relations with supervisory institutions. For companies, this means one thing: the sooner they prepare, the smoother their start to the new year will be.

From 1 January 2026, the minimum wage will increase to PLN 4,806 gross per month, and the minimum hourly rate for civil law contracts will reach PLN 31.40 gross. However, the increase in the minimum wage does not only mean higher take-home pay. Social security contributions, night work allowances and other benefits related to this level of remuneration will also increase automatically. This means that budgets will have to be recalculated and the entire pay scale reviewed.

One of the most groundbreaking changes is the new rules for determining seniority. Not only periods of employment under an employment contract will be included in the overall seniority, but also time worked under contract of mandate, service contracts and periods of running a business. For many employees, this means tangible benefits, such as the possibility of obtaining 26 days of holiday leave, higher seniority allowances, jubilee awards and more favourable severance pay. It is worth remembering that these changes will come into force on 1 January 2026 in the public sector and on 1 May 2026 in the private sector.

The changes will also affect the powers of the National Labour Inspectorate. Inspectors will be given the right to independently determine the existence of an employment relationship without having to refer the case to court. In practice, this means that civil law contracts, including B2B and contract of mandate agreements, can be converted into employment contracts more quickly if the actual terms of cooperation correspond to full-time employment. This is a clear signal that flexible forms of employment are still acceptable, but only if they are used in accordance with their actual nature.

The new regulations will also strengthen the role of collective labour agreements and social dialogue. Their scope will be expanded, enabling the negotiation of solutions that go beyond the minimum requirements set out in the Labour Code. This may include, among other things, rules on remote working, additional benefits and solutions supporting work-life balance. For employers, this is an opportunity to build an attractive and competitive working environment.

In 2026, two public holidays – 15 August and 26 December – fall on a Saturday. This means that employees will be entitled to additional days off. It is worth taking this into account when planning work schedules and holidays now, to avoid organisational surprises at the end of the year.

Companies that prepare their HR and payroll processes early enough will not only gain peace of mind, but also an organisational advantage in an increasingly demanding labour market.

In the face of such dynamic changes, appropriate technological support becomes crucial. With the Quatra Max ERP system, the new regulations are not a challenge. Thanks to it, processes in companies can be planned, implemented on time and kept under full control. It is real support for HR and payroll, allowing you to focus on working with people rather than putting out fires in regulations.