This article provides a critical analysis of the legal model for the protection of platform workers proposed in Platform Directive 2024/2831 in the context of its implementation into Polish law, which Poland has until December 2, 2026, to complete. The only idea for improving the working con­ditions of people working professionally through platforms is the mechanism of presumption of employment, under which the EU legislator is attempting to “force” platform workers into an employment relationship in order to pro­vide them with protection. This solution is questionable from the point of view of the structural features of an em­ployment relationship, and besides, the proposed presump­tion seems to be flawed and ineffective in the long term. The Platform Directive 2024/2831 does not, in principle, provide for any additional safeguards for genuinely self-em­ployed persons working through platforms who will retain their status due to the lack of grounds for establishing the existence of an employment relationship.

On the initiative of prof. Tomasz Duraj (head of the Center for Atypical Employment Relations), on 5 December 2025 at the Faculty of Law and Administration of the University of Łódź, National Scientific Conference was held on the topic ‘Changes in regulations governing the employment of foreigners in Poland – revolution or evolution?’. The conference was organised by Centre for Atypical Employment Relations of the Faculty of Law and Administration of the University of Łódź, the District Labor Inspectorate in Łódź and the Students’ Forum for Atypical Employment Relations. The conference gathered around 120 partici­pants. The event was covered by the honorary patronage of: Ministry of Family, Labour and Social Policy, the Rec­tor of the University of Łódź, the Chief Labour Inspector and the President of the Social Insurance Institution.

The foregoing article aims at evaluating the amendment of the regulations governing employment certificates. The main objective of the changes introduced in 2019 was to adopt solutions that will make it easier for employees to exercise their rights to obtain an employment certificate from their employer. The author shall pay particular attention to the modification of the time limit for issuing such document and the additional claims which the legislature has granted to the employee making it possible to file a formal request in the labour court regarding obtaining an employment certificate. The first concerns the employer's obligation to issue an employment certificate in the event of failure to issue such document, and the second concerns the determination of entitlement to an employment certificate in cases where the employer does not exist or for other reasons it is impossible to bring an action against him impelling him to issue the employment certificate. As a consequence of the amendments made to the Labour Code, the amendment of the provisions of the Code of Civil Procedure introduced into the legal order non-procedural proceedings in matters of labour law.