The new powers of the PIP 2026 is a topic that has been electrifying employers, entrepreneurs and all those cooperating under civil law and B2B contracts for months. On Friday, another version of the draft amendment to the Law on the State Labor Inspectorate appeared, and with it - more adjustments, relaxations and clarifications. Although the momentum of the changes is waning somewhat, their significance for the labor market remains very high.
Here are the highlights of the project - in concrete form, without unnecessary legalistic language.
1. district labor inspector: decision or court
One of the most talked-about proposals - the administrative reclassification of an assignment into an employment relationship - is still in the draft, but in a watered-down form.
According to the latest version:
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The district labor inspector may issue a decision on retraining,
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Or, as before, take the case to court.
This means that the new PIP 2026 powers will not operate automatically and will leave a greater margin of discretion.
2. retraining only for 3 years backward
This is one of the most important changes, especially for those working in B2B.
➡️ The inspector will be able to retrain cooperation only to the extent of 3 years back.
For companies, this means less risk of accumulated arrears, and for the self-employed, a more predictable assessment of their relationship with the contractor.
3. the rigor of immediate enforceability - it will be possible to revoke it
In previous versions, PIP decisions were supposed to be immediately enforceable, which raised a number of concerns among entrepreneurs.
The latest iteration brings an important clarification:
➡️ The Chief Labor Inspector or a court will be able to waive the order of immediate enforceability if its implementation could lead to significant or irreversible damage.
This is a real protection against situations in which an administrative decision could threaten the liquidity or operation of the company.
4. novelty: the possibility of requesting compensation
A whole new possibility is emerging in the appeals procedure:
➡️ the entity covered by the PIP decision may claim compensation for the damage caused by the inspection.
It is a protective tool that strengthens the balance of the parties in the proceedings.
5. penalty of up to PLN 60,000 for unfavorable treatment of an employee after retraining
A new offense is coming to the Labor Code:
➡️ as much as PLN 60,000 penalty for unfavorable treatment of an employee whose contract has been retrained.
This signals that the legislature wants to protect people who formally gain employee status after the authority's decision.
What do the new PIP 2026 mandates mean for the market?
To summarize:
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The changes are milder than originally anticipated,
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However, one still has to reckon with the possibility of administrative decisions,
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B2B and orders require even more thorough documentation,
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a new offense and new liability for damages enters,
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PIP control will continue to be a strong surveillance tool.
NJOB analyzes changes on a regular basis
At NJOB, we keep track of all updates to draft laws, PIE reports, CSO and Social Security data, as well as changes regarding the employment of foreigners and process outsourcing.
Our goal is to provide reliable knowledge so that companies can operate legally, safely and efficiently.
Want more analysis or summaries? Let us know - we will prepare further articles as soon as new information becomes available.