Using and disseminating an employee's image during the course of employment has become one of the primary tools for promoting both the employee and the employer. Employee images are frequently used in internal and external communications, as well as on websites. Training materials, which may be used both internally and externally in the media, often include the employee's likeness, thereby dis seminating their personal image. However, the use of images after the termination of the employment relationship remains a complex issue. Consent for the use of the image does not automatically expire with the end of employment; the employee must submit a separate statement to withdraw their consent. Once such a statement is submitted, the employer must cease using and disseminating the employee's image and need to be aware of the potential legal consequences of continued use, including those under civil law and the General Data Protection Regulation (GDPR).

The aim of this article is to answer the question whether the non-recognition of the birth certificates of same-sex couples in Poland can be treated as a violation of the right not to be discriminated against on grounds of sexual orientation, which is a fundamental right under EU law. Could such discrimination be manifested, for example, by unequal treatment of children who have only been given a PESEL number? Furthermore, what are the consequences of treating EU citizens differently and how does this affect their civil status in Poland? Using a dogmatic research method, the authors analyse both EU and Polish regulations concerning the problem of recognising a foreign birth certificate, highlighting the shortcomings as well as the advantages of the existing solutions.