The new year is off to a fast start and brings three developments that should be of interest to HR departments and company management:
1️⃣ Shorter work nights with full pay,
2️⃣ Slight increase in unemployment according to the BAEL,
3️⃣ Intensified checks on the legal status of foreign nationals.
Each of these topics has a direct impact on human resources management and operational risk.
Daylight Saving Time 2026 – A Shorter Night, Full Pay?
In 2026, the switch to daylight saving time will take place on the night of March 28–29. At 2:00 a.m., we’ll set our clocks forward to 3:00 a.m.—the night will be one hour shorter.
Night-shift workers will therefore work one hour less.
Although the Labor Code does not explicitly address this situation, in practice it is generally accepted that:
✔️ The shortening of the shift is due to reasons beyond the employee’s control,
✔️ The employee remains on standby,
✔️ There is no culpable failure to perform duties.
Therefore, the employee’s pay should not be reduced. This situation is considered a work stoppage through no fault of the employee.
In practice, it's a good idea to check:
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Does the HR and payroll system automatically account for the time change,
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Are the night shift premiums calculated correctly?
Mistakes in this area still occur, and they can result in employee claims.
BAEL: Unemployment Up Slightly – The Market Is Stabilizing
BAEL data for the fourth quarter of 2025 show:
✔️ Labor force participation rate – 59.0%
✔️ Employment rate – 57.1% (slight increase year-over-year)
✔️ Unemployment rate – 3.2% (+0.4 percentage points year-over-year)
At the same time, the unemployment rate published by the Central Statistical Office (GUS) stands at 6%.
The difference between 3.2% and 6% stems from the methodology:
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BAEL measures actual labor force participation according to international standards,
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Registered unemployment includes people registered with employment offices.
For HR, there is one key takeaway:
The job market is cooling off slightly, but it isn't collapsing.
Furthermore, the average time spent looking for a job has increased to 8.6 months. This may indicate that companies are being more selective in their hiring processes and more cautious in their decision-making.
As many as 41% of people aged 15–89 are economically inactive. The main reasons are:
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science,
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illness or disability,
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family responsibilities.
This is a sign that long-term talent strategies should focus on engagement and flexible work models, rather than solely competing for candidates in the open market.
Foreigners Under Scrutiny – Regulatory Pressure Is Mounting
Since the beginning of the year, the Silesian Border Guard Unit has inspected 1,826 foreign nationals.
In 437 cases (nearly 25%), the individuals were unable to prove that their stay was legal.
Authorities have announced further, intensive inspections.
In practice, this means that compliance is no longer just an administrative issue. It is becoming a risk area:
❌ financial,
❌ operational,
❌ image-related.
With increased activity by government agencies and stricter oversight of the legality of foreign nationals’ stay, companies with well-organized processes gain an advantage:
✔️ operational stability,
✔️ legal certainty,
✔️ lower risk of sudden interruptions in team work.
These three points all point to one thing: 2026 will be a year of greater precision in HR.
The time change is a payroll detail.
BAEL is a macroeconomic indicator.
Border Guard inspections pose a real operational risk.
Organizations that combine data analysis, regulatory compliance, and workforce planning will operate more stably than those that act reactively.
The 2026 time change and employee compensation, a slight rise in unemployment, and stricter checks on legal residency are three indicators that HR should view as part of the broader market picture. In 2026, a competitive edge will be built not only through recruitment, but above all through risk management.