{"id":5818,"date":"2017-08-18T09:59:40","date_gmt":"2017-08-18T07:59:40","guid":{"rendered":"http:\/\/pmr-restrukturyzacje.local\/pmr\/nowa-ustawa-o-ochronie-roszczen-pracowniczych\/"},"modified":"2025-01-31T18:05:11","modified_gmt":"2025-01-31T18:05:11","slug":"new-act-on-the-protection-of-employees-claims","status":"publish","type":"post","link":"https:\/\/pmr-restrukturyzacje.pl\/en\/new-act-on-the-protection-of-employees-claims\/","title":{"rendered":"New Law on the Protection of Workers' Claims"},"content":{"rendered":"

As of 5 September, a new law is in force regarding employees' claims. They will receive outstanding benefits sooner, and the family of the employer who was employed by them will also be protected.<\/p>\n

Amendments to the Law on the Protection of Employees' Claims in the Event of an Employer's Insolvency allow for the acceleration of financial assistance to employees who have been deprived of their jobs and benefits after the employer has ceased operations.<\/p>\n

For years, employers have been paying contributions to the Guaranteed Employee Benefits Fund. This is a state fund that pays benefits due to employees in the event of the employer's insolvency or threat thereof. These include salaries for work, excused absences from work, annual leave, severance pay, etc. The tasks imposed on the FG\u015aP are carried out by the provincial marshals, and the Minister of Labour is the fund's administrator.<\/p>\n

Until now, employers did not contribute for their family members working in their companies and they did not receive benefits from the fund. Now, the employer's spouse, his\/her own and adopted children, as well as children of the spouse, parents, stepmother and stepfather, adoptees, siblings, grandchildren, grandparents, sons-in-law and sons-in-law, sisters-in-law, brothers-in-law and sisters-in-law and persons performing gainful employment in the household are also covered. Of course, if they have an employment relationship with the employer or perform work under a contract of mandate.<\/p>\n

Cessation of activity is sufficient<\/b><\/p>\n

The law redefines the actual cessation of business activity by an employer. We can speak of it when, for a period of more than two months, the employer has not carried out business activities, has not generated revenue from them, has not been at the registered office of the company or at the place of business, has not paid remuneration to employees or has not paid social security contributions or taxes to the tax authorities for them.<\/p>\n

- Previously, there was also the possibility to obtain employee benefits in case of actual cessation of the employer's activity. However, this was made more difficult because the legislator did not specify what it meant by actual cessation of activity, believes Slawomir Anisimowicz, managing director of the law firm PMR Restrukturyzacje SA.<\/div>\n

Greater employee protection<\/b><\/p>\n

An employee will receive financial compensation for annual leave not only for the year in which the employment relationship ended, but also for the preceding year. According to Slawomir Anisimowicz, this is an important change, as the previous regulations were unfair to employees.<\/p>\n

In addition, the so-called reference periods, i.e. the periods between the termination of the employment relationship and the date of the employer's insolvency, entitling to benefits from the Guaranteed Employee Benefits Fund, have been extended from 9 to 12 months. As a result, more people will be protected.<\/p>\n

\u2013 This is a significant change because the legislator noticed that entrepreneur's problems<\/a> They start long before the date of filing an application for restructuring or bankruptcy, and sometimes several months pass between the date of filing an application and the date of its opening by the court, says a representative of the PMR Restrukturyzacje SA law firm.<\/div>\n

The legislator also extended the catalogue of rights for employees in situations where the application for declaring bankruptcy of the entrepreneur is dismissed by the court<\/a>, because the entrepreneur's assets are not sufficient or are only sufficient to cover the costs of the proceedings. In the event that the court dismisses the application for the announcement bankruptcy for the reasons described employee<\/a> gains the right to payment of wages for a period of 3 months from the date of the court's decision, and additionally for a period of up to 4 months after that date.<\/p>\n

The material appeared on ccnews.co.uk:
\n<\/b>
\n11 September 2017:
\n\" Workers under greater protection<\/a>See also publications in other media:<\/b><\/p>\n

\" Workers under greater protection<\/a> (www.praca.interia.pl)<\/p>\n

\" An amendment to the Law on the Protection of Workers' Claims came into force<\/a> (www.dlahandlu.pl)<\/p>\n

\" Workers under greater protection<\/a> (www.wiadomoscihandlowe.pl)<\/p>\n<\/div>","protected":false},"excerpt":{"rendered":"

Od 5 wrze\u015bnia obowi\u0105zuje nowe prawo w zakresie roszcze\u0144 pracownik\u00f3w. Otrzymaj\u0105 oni wcze\u015bniej zaleg\u0142e \u015bwiadczenia, a ochron\u0105 obj\u0119ta zostanie r\u00f3wnie\u017c rodzina pracodawcy, kt\u00f3ra by\u0142a u niego zatrudniona. Nowelizacja ustawy o ochronie roszcze\u0144 pracowniczych w razie niewyp\u0142acalno\u015bci pracodawcy pozwala na przyspieszenie udzielania pomocy finansowej pracownikom, kt\u00f3rzy zostali pozbawieni pracy i \u015bwiadcze\u0144 po zaprzestaniu dzia\u0142alno\u015bci przez pracodawc\u0119. Od lat pracodawcy p\u0142ac\u0105 sk\u0142adki na Fundusz Gwarantowanych \u015awiadcze\u0144 Pracowniczych. To pa\u0144stwowy fundusz, kt\u00f3ry wyp\u0142aca nale\u017cne pracownikom \u015bwiadczenia w razie niewyp\u0142acalno\u015bci pracodawcy lub zagro\u017cenia ni\u0105. Chodzi o wynagrodzenia za prac\u0119, usprawiedliwione nieobecno\u015bci w pracy, urlopy wypoczynkowe, odprawy itp. Zadania na\u0142o\u017cone na FG\u015aP realizowane s\u0105 przez marsza\u0142k\u00f3w wojew\u00f3dztw, a dysponentem funduszu jest minister pracy. Do tej pory pracodawcy nie odprowadzali sk\u0142adek za cz\u0142onk\u00f3w swojej rodziny pracuj\u0105cych w ich firmach, a oni nie otrzymywali \u015bwiadcze\u0144 z funduszu. Teraz ochron\u0105 roszcze\u0144 pracowniczych obj\u0119ci zostali tak\u017ce: ma\u0142\u017conka pracodawcy, jego dzieci w\u0142asne i przysposobione, a tak\u017ce dzieci ma\u0142\u017conka, rodzice, macocha i ojczym, osoby przysposabiaj\u0105ce, rodze\u0144stwo, wnuki, dziadkowie, zi\u0119ciowie i synowe, bratowe, szwagierki i szwagrowie oraz osoby wykonuj\u0105ce prac\u0119 zarobkow\u0105 w gospodarstwie domowym. Oczywi\u015bcie je\u017celi pozostaj\u0105 z pracodawc\u0105 w stosunku pracy lub \u015bwiadcz\u0105 prac\u0119 na podstawie umowy zlecenia. Wystarczy zaprzestanie dzia\u0142alno\u015bci Ustawa na nowo definiuje faktyczne zaprzestanie dzia\u0142alno\u015bci przez pracodawc\u0119. Mo\u017cemy o niej m\u00f3wi\u0107 wtedy, gdy w okresie ponad dw\u00f3ch miesi\u0119cy pracodawca nie prowadzi\u0142 dzia\u0142alno\u015bci gospodarczej, nie uzyskiwa\u0142 z tego tytu\u0142u przychod\u00f3w, nie przebywa\u0142 w siedzibie firmy albo w miejscu wykonywania dzia\u0142alno\u015bci, nie wyp\u0142aca\u0142 wynagrodzenia pracownikom ani nie odprowadza\u0142 za nich sk\u0142adek do ZUS-u czy podatk\u00f3w do urz\u0119d\u00f3w skarbowych. \u2013 Wcze\u015bniej by\u0142a r\u00f3wnie\u017c mo\u017cliwo\u015b\u0107 uzyskania \u015bwiadcze\u0144 pracowniczych w przypadku faktycznego zaprzestania dzia\u0142alno\u015bci przez pracodawc\u0119. By\u0142o to jednak utrudnione, poniewa\u017c ustawodawca nie doprecyzowa\u0142, co rozumie przez faktyczne zaprzestanie dzia\u0142alno\u015bci \u2013 uwa\u017ca S\u0142awomir Anisimowicz, dyrektor zarz\u0105dzaj\u0105cy kancelarii PMR Restrukturyzacje SA. Wi\u0119ksza ochrona pracownika Pracownik otrzyma ekwiwalent finansowy za urlop wypoczynkowy nie tylko za rok, w kt\u00f3rym usta\u0142 stosunek pracy, ale r\u00f3wnie\u017c za rok poprzedzaj\u0105cy. Zdaniem S\u0142awomira Anisimowicza to wa\u017cna zmiana, bo dotychczasowe przepisy by\u0142y dla pracownik\u00f3w krzywdz\u0105ce. Poza tym wyd\u0142u\u017cone zosta\u0142y z 9 do 12 miesi\u0119cy tzw. okresy referencyjne, czyli okresy pomi\u0119dzy rozwi\u0105zaniem stosunku pracy a dat\u0105 wyst\u0105pienia niewyp\u0142acalno\u015bci pracodawcy, uprawniaj\u0105ce do uzyskania \u015bwiadcze\u0144 z Funduszu Gwarantowanych \u015awiadcze\u0144 Pracowniczych. Dzi\u0119ki temu ochron\u0105 zostanie obj\u0119tych wi\u0119cej os\u00f3b. \u2013 To jest istotna zmiana, bo ustawodawca dostrzeg\u0142, \u017ce k\u0142opoty przedsi\u0119biorcy rozpoczynaj\u0105 si\u0119 na d\u0142ugo przed dat\u0105 z\u0142o\u017cenia wniosku o restrukturyzacj\u0119 czy te\u017c upad\u0142o\u015b\u0107, a przecie\u017c od momentu z\u0142o\u017cenia wniosku do daty jego otwarcia przez s\u0105d mija czasem kilka miesi\u0119cy \u2013 uwa\u017ca przedstawiciel kancelarii PMR Restrukturyzacje SA. Ustawodawca rozszerzy\u0142 r\u00f3wnie\u017c katalog uprawnie\u0144 na rzecz pracownik\u00f3w w sytuacji, gdy wniosek o og\u0142oszenie upad\u0142o\u015bci przedsi\u0119biorcy zostaje oddalony przez s\u0105d, gdy\u017c maj\u0105tek przedsi\u0119biorcy nie wystarcza lub jedynie wystarcza na zaspokojenie koszt\u00f3w post\u0119powania. W przypadku oddalenia przez s\u0105d wniosku o og\u0142oszenie upad\u0142o\u015bci z opisanych przyczyn pracownik zyskuje uprawnienia do wyp\u0142aty wynagrodze\u0144 za okres 3 miesi\u0119cy od daty wydanie przez s\u0105d postanowienia, a dodatkowo r\u00f3wnie\u017c w okresie do 4 miesi\u0119cy po tym terminie. Materia\u0142 ukaza\u0142 si\u0119 w serwisie ccnews.pl: dnia 11 wrze\u015bnia 2017: \u00bb Pracownicy pod wi\u0119ksz\u0105 ochron\u0105Zobacz r\u00f3wnie\u017c publikacje w innych mediach: \u00bb Pracownicy pod wi\u0119ksz\u0105 ochron\u0105 (www.praca.interia.pl) \u00bb W\u00a0\u017cycie wesz\u0142a nowelizacja ustawy o ochronie roszcze\u0144 pracowniczych (www.dlahandlu.pl) \u00bb Pracownicy pod wi\u0119ksz\u0105 ochron\u0105 (www.wiadomoscihandlowe.pl)<\/p>","protected":false},"author":12,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center 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