New law is not enough. How can companies avoid hiring a bully?

On November 5, changes to the Labor Code regarding mobbing and discrimination come into effect. Despite new obligations for employers and enhanced rights for victims, significant issues remain. Employers still lack effective tools to verify a candidate's history related to mobbing. Legal expert Ewelina Pietrzak-Wojnicz emphasizes that the ability to check a candidate's past in this area is not regulated. Current recruitment laws do not allow direct verification of such information. Aneta Belczyk-Mazek, an HR consultant, notes that while criminal records can be requested, they do not cover mobbing. Behavioral interviews are suggested as a way to assess candidates' management styles and interactions with others.