A daily briefing on European HR, labour law and compliance developments for SME HR teams across the EU, UK, Switzerland and the Nordics.
Top story: Poland’s labour inspectorate can now reclassify B2B and civil-law contracts as employment
Poland’s amended National Labour Inspectorate (PIP) Act took effect on 8 July 2026, giving labour inspectors the authority to reclassify civil-law contracts, including B2B and personal service agreements, as employment contracts if the working relationship meets the criteria of employment under the Polish Labour Code. The process is two-stage: an inspector first issues a notice instructing the employer to remedy the breach, and only if the employer does not comply may the inspector issue a binding decision confirming an employment relationship. Such decisions are enforceable immediately. Employers that entered into civil-law contracts before 8 July have a 12-month grace period: if they voluntarily convert the relationship to an employment contract within that window, they will not face fines. Consequences of reclassification include liability for outstanding social security contributions, taxes, employee benefits (holiday, overtime) and potential financial penalties for violating labour law. The reform aligns with the broader EU trend towards stricter worker-classification enforcement ahead of the Platform Workers Directive transposition deadline in December 2026.
What to do: Audit all civil-law and B2B contractor relationships in Poland against the criteria for employment (fixed hours, supervision, exclusive service, use of employer equipment). Where relationships look like employment in practice, use the 12-month grace window to convert them voluntarily and avoid penalties. Brief hiring managers and procurement teams on the new enforcement powers.
Also developing
Denmark: The Supreme Court ruled on 18 June that temporary agency assignments must remain genuinely temporary and that any extension must be objectively justified by the user company’s needs. In one case, a 3.5-year assignment with four extensions was found to lack sufficient justification, and the agency was ordered to pay notice-period salary, sickness pay and compensation under the Fixed-Term Employment Act. In a second case, a 25-month assignment with seven extensions was upheld because the extensions were justified by genuine operational uncertainty. The rulings clarify that duration and repeated extensions do not automatically take a relationship outside the scope of the Temporary Agency Work Act, but employers cannot rely on open-ended renewals without documented business reasons. What to do: Review the duration and justification for any long-running temporary agency assignments. Document the operational reasons for each extension and ensure that temporary arrangements are not functioning as permanent roles by another name.
Norway: The Hålogaland Court of Appeal ruled on 16 June that the dismissal of a part-time cleaner on long-term sick leave was not objectively justified because the employer failed to provide adequate accommodation. The court found that while the employer’s early efforts were sufficient, from spring 2024 the employer failed to prepare a realistic return-to-work plan, did not ensure a gradual increase in hours and did not engage the occupational health service despite recommendations from the Norwegian Labour and Welfare Administration (NAV). The employer was ordered to pay compensation for loss suffered, future loss of earnings and non-economic loss. What to do: Employers managing long-term sickness absences in Norway should ensure accommodation measures remain active and documented throughout the entire absence, not just in the early stages. Engage occupational health services when recommended by NAV and prepare written return-to-work plans with graduated hours.
Netherlands: A bill amending the Working Conditions Act will require employers with 10 or more employees to adopt a written code of conduct against undesirable workplace behaviour, covering bullying, sexual harassment, discrimination, aggression and work pressure. The code must include clear definitions, examples of unacceptable conduct, sanctions for breaches and the role of a designated contact person, and must be developed with employee input through the works council or staff representation. The target date is 1 July 2026, though final parliamentary approval timelines may shift. Non-compliance may result in sanctions ranging from warnings to fines. What to do: Draft a code of conduct that meets the minimum requirements now and involve your works council or employee representatives in the process. Even if the exact date shifts, having a compliant code in place is good practice and increasingly expected by Dutch regulators.
On the radar
Sweden, pay transparency preparations continue: Despite missing the 7 June EU transposition deadline, the government has instructed the Equality Ombudsman to continue preparations. The directive is now expected to be implemented from 1 January 2027. Employers should not treat the delay as a reason to pause their own pay-data readiness.
UK, zero-hours contracts consultation open: The government launched a consultation on 2 June on reforms to zero-hours and similar contracts under the Employment Rights Act 2025. Key proposals include guaranteed-hours offers based on a 12-week reference period and short-notice cancellation payments. The consultation closes on 25 August 2026.
Belgium, 1 August notice period change (previously covered): From 1 August, a uniform one-week notice period applies during the first six months of employment for new contracts.
EU Platform Workers Directive (previously covered): Member states must transpose by 2 December 2026. Poland’s new reclassification powers (see top story) demonstrate the direction of enforcement.
Sources
- TGC Corporate Lawyers: New powers of the National Labour Inspectorate from July 2026
- Dentons: Amendment to the Act on the National Labour Inspectorate in Poland
- DLA Piper: What changes can employers in Poland expect following the increase in powers of the State Labour Inspectorate
- Notes From Poland: Poland boosts labour inspector powers to curb precarious work (April 2026)
- DLA Piper: Nordic Employment Law Bulletin, July 2026
- Lovdata: Hålogaland Court of Appeal judgment LH-2026-19395 (in Norwegian)
- Osborne Clarke: Proposed requirement by the Dutch legislator for a code of conduct
- Business.gov.nl: Code of conduct will be mandatory in the workplace
- GOV.UK: Make Work Pay consultation on zero-hours and similar contracts
- DLA Piper: Sweden’s first report on the implementation of the Pay Transparency Directive
Europe HR Compliance Pulse is an informational summary of publicly reported legal and regulatory developments. It is not legal advice. Always confirm obligations for your specific situation and market with a qualified adviser.
