Hanna Bukowska’s article on the abolition period for the “Rzeczpospolita” daily

Will organizing contracts allow avoiding a fine?

The National Labour Inspectorate (PIP) reform, which came into force on July 8, 2026, brought, among other things, higher fines for misclassifying civil law contracts (up to PLN 60,000). At the same time, the legislature introduced a so-called abolition period lasting until July 8, 2027, aimed at encouraging employing entities to conduct independent audits of B2B relationships and mandate contracts.

What does taking advantage of Article 16 of the amending act mean in practice, and how should this process be conducted to avoid creating additional risk for the company?

The latest article by Hanna Bukowska – Trainee Advocate in the Labor Law Department at Sadkowski and Partners, has been published on the “Rzeczpospolita” daily portal.

In the article, our expert analyzes, among other things:

• the actual scope of protection under the abolition and why it applies exclusively to petty offense liability,
• the social security and tax risks for earlier periods of cooperation,
• whether the initiation of an inspection by PIP automatically blocks the possibility of benefiting from the abolition,
• why delaying the decision until PIP issues an administrative decision may deprive the company of protection,
• how to safely draft implementation documentation when converting to an employment contract to avoid potential employee claims,
• the organizational benefits of a voluntary audit of civil law contracts prior to control body intervention.

It is worth remembering that the abolition period excludes fines under the Labor Code, but it does not erase the history of the relationship – employee claims for overdue overtime or allowance for unused holiday leave remain valid. Crucial importance therefore lies in assessing the actual manner in which cooperation is executed and the true nature of the relationship connecting the parties, rather than automatically replacing all civil law relationships with employment contracts.

We encourage you to read the full article: link