open search
close
Internationales Arbeitsrecht Poland

Poland – Financial industry employers can inquire about criminal records

Print Friendly, PDF & Email
Poland

New regulations came into force in Poland on 27 June allowing companies in the financial sector to enquire about the criminal record of their employees and candidates and to act on the information received.

On 27 June 2018, new regulations came into force that make it possible for employees in the financial sector to make enquiries about the criminal records of job candidates and employees. Businesses in this industry will have the right to verify whether their current or future employees have criminal convictions for certain types of crimes. Until now, there has been no legal basis to do so.


The financial sector, including banks, stock brokers and credit institutions, will be able to request information about the criminal record of job candidates or employees employed within Poland. Enquiries may apply not just to employees on employment contracts, but also to people employed under civil law agreements.

However, the rules only apply to people being recruited or working in jobs involving the management of the assets of the employer or its clients, having access to legally protected information or making decisions bearing a high risk of loss of property or other significant loss. The Act also does not apply to all offences, but lists the offences that can be enquired about. These include document fraud, property offences, data protection and offences relating to trading in money or securities. A declaration may be requested from a job candidate once, and from those already employed, once every 12 months, or when there is a justifiable suspicion that an employee may have been convicted of a relevant offence.

Failure by an employee or candidate to either to confirm that there has been a conviction or to provide a declaration or information about a criminal record can be reason to refuse to hire a candidate, or, in the case of an employee, to terminate an employment contract with notice. Civil contracts may also be terminated.

Verwandte Beiträge
Internationales Arbeitsrecht Neueste Beiträge

Implementing the EU Work-Life Balance Directive in Poland

Member states must implement the EU Work-Life Balance Directive by 2 August 2022. Poland has published draft legislation, but current indications suggest it may not meet this deadline. By 2 August this year, Poland must implement the so-called Work-Life Balance Directive (Directive (EU) 2019/1158 of the European Parliament and of the Council of 20 June 2019 on work-life balance for parents and carers). One of…
Internationales Arbeitsrecht Poland

Poland: Electronic sick leave certificate not permitted

In Poland, employees who are absent from work must notify their employers of their absence and this obligation still applies if the employer also automatically receives an electronic sick leave certificate. If an employee is absent from work, he or she has two independent obligations: To notify the employer of the cause of the absence and its expected duration (which should be done immediately, and…
Internationales Arbeitsrecht Poland

Poland: Employment law implications of the new trade secrets law

Poland has introduced new rules on the definition and disclosure of trade secrets. This article sets out the main points for employers to consider. New regulations on trade secrets have been in force in Poland since 4 September 2018. This entails several important changes for employers. The previous regulation that limited former employees’ non-disclosure obligations to three years from termination of employment is gone. This…
Abonnieren Sie den kostenfreien KLIEMT-Newsletter.
Jetzt anmelden und informiert bleiben.

 

Die Abmeldung ist jederzeit möglich.