Preparatory activities are performed by a considerable number of employees, yet their legal classification and the question of whether they should be recognised as working time remain contentious. Despite the practical significance of this matter, it has received relatively limited attention in the labour law literature. This article argues that the topic warrants deeper scholarly reflection, given its conceptual complexity and potential implications for both legal doc­trine and practice.

The rapid development of artificial intelligence and large-scale application of algorithmic management has led to significant changes in the work environment. These primarily concern the ways in which work is provided and the conditions under which it is carried out, but they should be viewed much more broadly. Already today, most of the employer's tasks in relation to individual employment relationships can be performed by artificial intelligence. Since AI manages employees and de facto exercises control over them in the work process, it seems worthwhile to start a discussion on the subjectivity of AI as an employer. This is all the more important because other branches of law already discuss the subjectivity of AI, while the doctrine of labour law does not address this topic, although it is in the work environment that the impact of AI is most visible.

This year's amendment to the Labour Code introduced exemption from work due to force majeure. The author analyses this regulation, focusing in particular on the grounds for granting this exemption, as well as its dimension. He also points out the legislator's mistakes that may affect the application of the new provision.

The road transport sector in Poland is an extremely important part of the Polish economy. The changes introduced in several stages as part of the mobility package will have a major impact on the economic situation of Polish hauliers. The package contains a number of regulations relating both to the competitiveness of transport enterprises in the EU and to the improvement of drivers' working conditions. The article concerns new regulations related to the inclusion of international transport drivers in the provisions on the posting of workers and, consequently, changes in their remuneration.

The road transport sector in Poland is an important part of the Polish economy. The changes introduced in several stages as part of the mobility package will have a major impact on the economic situation of Polish hauliers. This package contains a number of regulations relating both to the competitiveness of transport companies in the EU and to the improvement of drivers' working conditions. This article concerns the new regulations on the working time of international transport drivers, resulting from the mobility package.

Geolocalisation is an extremely helpful tool used by many businesses. Moreover, there are industries where it is difficult to imagine doing business without the use of geolocation. However, the use of this technology may raise concerns regarding potential infringements of employees' right to privacy. The GDPR and sector-specific regulations in the EU Member States are frequently perceived as restricting business operations. Employers who geolocate employees, however, should also see the benefits of such regulations. They do impose certain restrictions, but by regulating the use of the GPS technology they also provide opportunity to protect the interests of the enterprise while protecting the privacy of employees. The appropriate application of these regulations, therefore, may be beneficial for both parties to the employment relationship.

The Polish legislator has introduced a number of provisions in the field of labor law, to remedy the numerous problems of employers related to pandemics and the economic crisis. Some of these provisions relate to working time. The author of the article tries to assess the coherence of new regulations with the existing labor law standards.