Platform Work Act – what changes for drivers?

We track the progress of Poland's new rules for working through apps (Uber, Bolt and others). Plain language, with links to official sources.

Where we are now
Ministry revises the draft after comments
Stage 4 of 9Checked: 30 October 2026

The law is NOT in force yet

Until the EU deadline (2 Dec 2026)33 daysPoland will almost certainly be late
Realistically, new rules inH1 2027our estimate, not an official date
Stages left5government → Sejm → Senate → President

In short, in plain words

The EU told Poland to better protect people who work through apps. The Ministry of Labour wrote a draft law (no. UC160).

The key rule: if the app or your fleet partner is really your boss – telling you when to drive, punishing you, controlling you – your work can be recognised as employment. You then gain employee rights (paid leave, sick pay, protection against dismissal) – but also full tax and ZUS contributions on all your earnings.

For now this is only a draft. It can still change in the government and in Parliament.

What this means for your money

  • Today most drivers work under a rental agreement. It is estimated that after the changes most drivers will work under a civil-law contract (umowa zlecenia).
  • Higher tax and contributions on your side. Under umowa zlecenia you pay social security (ZUS) contributions – pension, disability and health – plus income tax advances on all your earnings. That is clearly more than under a rental agreement, so from the same earnings you take home less.
  • Ride prices will go up. Apps and partners will pay more (including their own share of ZUS contributions) and will pass these costs on to fares.

Our assessment of the draft's effects, not the text of the law.

Already now, without this law: since 8 July 2026 the Labour Inspectorate (PIP) reform is in force. An inspector can change the type of contract (e.g. B2B) if it does not match how the work looks in practice.

What changes for you (if the draft passes as it is)

Presumption of employment

If you show that the app or the fleet partner is really directing your work, you are presumed to be an employee. The company must prove you are not.

draft, art. 9

Free procedure via PIP

You file a request with the Labour Inspectorate. The company has 14 days to respond. If it can't rebut the presumption, the inspector issues a decision. Either side can go to court.

draft, art. 14–15, 18

If something can't be established

The decision assumes terms favourable to the driver: indefinite duration, full time and at least the minimum wage.

draft, art. 18

Account blocks only by a human

Only a person, not an algorithm, can block or delete your account or end your contract. You get a written reason and can ask for a review – answer within 2 weeks.

draft, art. 36–37

Your data

No tracking of emotions, private chats or what you do off-shift. You can take your ratings and history to another app.

draft, art. 25, 28

Same rights via a fleet partner

You have exactly the same rights as with a direct contract with the app. The app and the partner are jointly responsible.

draft, art. 50

Protection from retaliation

You can't be dropped for using these rights. The company must prove the reason was different.

draft, art. 47–48

Fines for companies

Breaking the rules: a fine of PLN 2,000 to 60,000.

draft, art. 51

What this law does NOT do

  • It does not automatically change every contract. Each case is assessed separately.
  • It is not in force yet – the old rules apply today (plus the PIP reform since 8 July 2026).
  • It does not set fares or a minimum hourly income in the apps.
  • It does not change taxi licence rules – that is a different law (Road Transport Act).
  • It does not ban B2B or civil contracts – the contract just has to match how the work really looks.

Timeline – step by step

  1. ✓
    23 Oct 2024
    EU adopts Directive 2024/2831

    The EU orders every member state to bring these rules in by 2 December 2026. · source ↗

  2. ✓
    4 Aug 2026
    Draft added to the government work plan (no. UC160)

    The Ministry of Labour officially starts work on the law. · source ↗

  3. ✓
    6–25 Aug 2026
    Draft published, public consultation

    Anyone could comment – trade unions and business groups did. · source ↗

  4. 4
    Sep 2026 – now
    Ministry revises the draft after comments

    The text can still change. We are waiting for it to reach a cabinet meeting. · source ↗

  5. 5
    planned: Q4 2026
    Government (Council of Ministers) adopts the draft

    After this the draft goes to Parliament (Sejm). · source ↗

  6. 6
    —
    Sejm (lower house)

    MPs debate the bill, can amend it and vote. · source ↗

  7. 7
    —
    Senate

    The Senate can pass it unchanged or propose amendments.

  8. 8
    —
    President's signature and publication in the Journal of Laws

    The President has 21 days to sign or veto. · source ↗

  9. 9
    1 month after publication
    The law takes effect

    Companies then get 6 more months for some reporting duties (draft art. 56–57).

Updates

Official sources

FAQ

Do I need to do anything now?

No. The law is not in force yet. Check back here – we update the page when something moves.

From when does my work count?

Under the draft, for contracts already running, the presumption covers the period from 2 December 2026 at the earliest. This also applies if the law takes effect later (art. 55).

Is it all upside?

Employee rights give paid leave, sick pay and dismissal protection. But they also mean less freedom to choose your hours, plus full tax and ZUS contributions on all your earnings. Everyone should decide what suits them.

Does it affect tax and social security (ZUS)?

The presumption itself doesn't apply in tax or ZUS cases (art. 11). But once PIP issues an employment decision, tax and contributions apply as for an employee from that day (art. 19).

Can I read the full text?

Yes – see the Government Legislation Centre link under “Official sources”.