New definition of mobbing, higher compensation. Revolutionary changes in the Labor Code are coming into effect

The new definition of mobbing simplifies the criteria for proving harassment at work, effective from November 5, 2026. Employees will no longer need to demonstrate specific negative health impacts or the perpetrator's intent. Mobbing will be defined as persistent harassment, which can include various forms of physical, verbal, and non-verbal behavior. The law also expands protections against discrimination, introducing new categories such as discrimination by association and assumption. Employers will be required to actively prevent and address mobbing and discrimination, with specific obligations for companies with at least ten employees. The minimum compensation for mobbing will be set at six times the minimum wage, while discrimination claims will have varying compensation based on the frequency of incidents. Transitional provisions allow for claims related to ongoing harassment that began before the new law takes effect.