Abstract The purpose of the publication is to introduce the institution of the Labour Protection Council. The Council, although it has been functioning for many years and is one of the supervisory bodies for working conditions, has not lived to see a wider discussion in the doctrine. The idea of the Authors is to discuss its constitutional position and the historical evolution of its powers, subordination and composition, as well as presentation its contemporary role.

The concept of the workplace and working time is considered to be crucial for establishing the existence of an employment relationship, although in the nomadic model is equally crucial to deprive work of attachment to a place and blur time boundaries – so as to adjust it to individual preferences. This undoubtedly also has consequences for the element of subordination, especially with its construction adopted in Poland, because those one of the most important spheres of power of the employer – place and time – are almost eliminated in the nomadic model. The nomadic model is proliferating thanks to the ubiquity of personal digital technologies and information infrastructures coupled with changing work norms. This model and less radical models of work performed by means of distance communication certainly do not determine the direction of employment law development, but their context prompts reflection in what direction labor law should go and what is the area of research that should be undertaken, so to shape the labor law system in a way that meets the needs of business.

The article deals with some aspects of the law on the social economy adopted in August 2022. This act is to become an instrument of active employment policy, introducing a new quality by focusing not only on the cost-based economic account, but also on the social value of work.

Social enterprises are an important factor in building  an inclusive labor market, and thus creating conditions for better social development.  Although  the newly introduced act has its limitations, strictly employment instruments should be assessed positively.

The article concerns the problems of implementing Directive 2019/1158, the provisions of which will have to be reflected in Polish labour regulations already in August 2022. It is not only about the obligatory extension of some leaves for the other parent, but also about introducing a new discriminatory basis and reformulating the existing provisions on parental rights. It is also worth noting that Directive 2019/1158 extends the sphere of care over dependent or temporarily dependent persons other than children.

This article addresses issues that emerged with the COVID-19 pandemic. The issues of care by persons performing work have revealed their importance for the functioning of the market, although they remain invisible and largely underestimated as important for the functioning of the market and, above all, society. The author does not answer the question what to do next after the pandemic, but indicates the sphere of care as the approach to which requires a fundamental revision. Anyway, and to other issues that seemed to be the most important so far.

Due to the high demand for qualified employees on the labor market, their expectations for providing fair pay, but also other benefits affecting the safety and functioning of the employee, both in private life and in the professional environment, are growing. The way to ensure safety will depend on the employer's approach to the issue of employee benefits in general and the role they play in increasing the postulated work efficiency. Entering additional parental rights into the system of company sources of labor law seems to be justified, and entering them there – especially justified in the face of diverse financial possibilities of employers.