New labour law rules on electronic processes, unused leave payments, and social benefits

At a glance

• On 27 January 2026, amendments to the Labour Code and the Act on the Company Social Benefits Fund (ZFŚS) came into force, which first and foremost increase the possibility of carrying out labour law-related procedures in electronic form.
• In addition, the new regulations modify the existing rules for the payment of the cash equivalent for unused holiday leave and the consultation of the ZFŚS regulations with employees.
• The amendments will inevitably reshape employer practices, streamlining certain activities while simultaneously imposing more stringent obligations.

On 27 January 2026, the Act of 4 December 2025 amending the Labour Code and the Act on the Company Social Benefits Fund came into force. It introduces significant changes regarding the form of carrying out procedures related to labour law, the payment of the cash equivalent for unused holiday leave, and the obligation to consult the ZFŚS regulations with employees.

First and foremost, the amendment introduces the possibility for both employers and employees to carry out many labour law-related procedures in electronic form (while still retaining the option of using paper form).

From now on, employers will be able to do the following in electronic form:

• Provide employees with information about monitoring in the workplace.
• Provide employees with information about the conditions for the transfer of the employment establishment to another employer
• Consult with the workplace trade union organisation on the intention to terminate an employment contract.
• Set work schedules.
• Provide employees with occupational health and safety instructions and guidelines.
• Provide the State Labour Inspectorate with information on the employment of night workers.

Employees will also be able to submit various requests to the employer, such as requests for individual work schedules, flexible working hours and unpaid leave, in electronic form.

In addition, pursuant to the amendment, the cash equivalent for unused holiday leave will now be paid to the employee on the date of payment of remuneration determined in accordance with Article 85 of the Labour Code, ie at least once a month, on a fixed and predetermined date. Previously, it was often the case that it was paid on the date of termination or expiry of the employment contract, which in practice caused many difficulties in calculating the correct amount and collecting the necessary data.

The new provisions also stipulate that if there is no trade union operating in an employing establishment, the employer will be required to consult the relevant provisions of the remuneration regulations and the ZFŚS regulations with at least two employees elected by the staff to represent their interests. The previous regulations provided for the participation of only one employee representative.