The reform strengthening the powers of the State Labor Inspectorate is now a reality. The new regulations will take effect on July 8, 2026.
Contrary to appearances, there isn't much time to prepare. For many employers, agencies, and companies that use temporary workers, this means one thing:
👉 the actual risk that civil law contracts will be challenged and converted into employment contracts.
What does the PIP 2026 reform entail?
The new regulations significantly expand the powers of the State Labor Inspectorate.
In practice, this means:
✔️ more inspections,
✔️ a more thorough analysis of the basis for employment,
✔️ a real opportunity to influence the form of employment.
Furthermore, the PIP will pay particular attention to:
- civil law contracts,
- temporary employment,
- relationships between the employee, the agency, and the client employer.
"Compulsory" employment contracts—what does that mean?
One of the most significant consequences of the reform is the risk of the so-called “forced” conversion of a civil law contract into an employment contract.
This may occur in the following situations:
- the nature of the work meets the criteria for an employment relationship,
- The employee performs his or her duties under supervision,
- The work takes place at a specific location and time,
- The relationship is subordinate in nature.
In practice, this means that the form of employment is no longer solely a business decision.
Who is responsible?
One of the biggest challenges will be answering the question:
👉 Who bears the costs and responsibility for changing the form of employment?
There are three levels of risk in models of cooperation with agencies:
- recruitment agency
- employer-user
- division of responsibility among the parties
In practice, the lack of clearly defined rules for cooperation can lead to:
- contract disputes,
- unforeseen costs,
- operational issues.
Civil Law Contracts Subject to Special Supervision
The reform particularly affects the area of civil law contracts.
In 2026, the PIP will review not only documents, but also:
✔️ how work is actually performed,
✔️ the team’s organizational structure,
✔️ relationships between employees and their supervisors.
Therefore, even a properly drafted contract may be challenged if the manner in which it is carried out indicates an employment relationship.
How can you prepare your company for change?
In light of the 2026 PIP reform, a proactive approach is essential.
Companies should:
✔️ Analyze current employment models,
✔️ Review civil law contracts,
✔️ Examine how work is actually organized,
✔️ Update procedures for working with agencies,
✔️ Clearly define the responsibilities of the parties in business contracts.
In addition, it is a good idea to conduct a compliance audit to identify potential risks before the inspection.
From our perspective? That’s the end of “unlimited flexibility”
From the perspective of the labor market, the PIP reform sends a clear signal:
👉 The era of freely using civil law contracts without a thorough risk analysis is coming to an end.
For companies, this means they need to change their approach:
- flexibility "on paper"
- for informed management of employment arrangements
Furthermore, in the context of process outsourcing, it is crucial to properly distinguish between:
✔️ Responsibility for the process
✔️ Responsibility for hiring
It is precisely this factor that will determine companies' operational security in the coming months.
The 2026 PIP reform and the labor inspectorate’s new powers pose a real risk that civil law contracts will be converted into employment contracts.
For employers, this is the last chance to:
- streamline employment models,
- minimize legal risk,
- prepare the organization for increased inspections.
In 2026, the form of employment will no longer be a choice.
It will become part of corporate responsibility.