Identifying the organisation's legal framework

1. Regulatory Concept & Core Standards

Today we will learn to identify the information needed to assess the organisation's duties. Throughout the video, consider the difference between knowing a rule and applying it to a decision. We will work through an example, identify a possible failure and develop a response that can be used at work. An organisation needs clear decision rules and a way to respond to breaches. The Polish whistleblower Act governs reporting and protection, while other provisions address corruption, procurement and public-sector management control. This course connects these areas without presenting every recommendation as an obligation for every company.

The assessment starts with the legal entity, its activities and the territory in which it operates. Count workers using the national criteria, identify whether the entity is public or private, and check sector-specific exceptions. A size threshold does not answer every question. The obligation to establish a channel, whistleblower protection and corruption prevention duties may have different scopes.

Apply the following rule: Article 23 generally requires an internal procedure where at least 50 people perform paid work, assessed on 1 January or 1 July. Count employees as full-time equivalents and qualifying paid non-employees who do not employ others for that work. Specified regulated activities are exempt from the threshold; local public units have separate rules. Consult unions or worker representatives for 5–10 days; the procedure takes effect seven days after announcement under article 24.

2. Practical Implementation & Procedure

Create a record of the entity's legal form, location, size, regulated activities and group structure. Consult national law and record the conclusion and date. Do not automatically count all subsidiaries as a single entity. Where regional powers apply, identify the relevant territorial legislation as well. Link each duty to the source that establishes it. Before moving on, turn this procedure into a sequence you could explain to a colleague. Identify the first check, the action that depends on its outcome and the record that allows the decision to be reconstructed. Follow the sequence on screen and identify the point where an error would change the result.

3. Case Study & Compliance Action

A company has 42 full-time equivalent employees and 12 people providing paid work on other bases. The payroll figure alone does not settle the threshold. The statutory conditions for counting those other people must be examined. Now read the case carefully. Separate established facts from information you would still need to confirm. Do not add motives or events that have not been described. This distinction matters when choosing a response proportionate to the information available.

The exercise is as follows: Does the list of employee full-time equivalents alone determine the internal-procedure obligation? Choose an answer and write one sentence explaining it. During the pause, compare your choice with the criteria we have just considered. Also think about the material you would retain to explain the decision later.

No. Article 23 also counts specified people performing paid work on other bases. Check their eligibility for inclusion, the assessment date and any sectoral exceptions.

One mistake to avoid is: using the fifty-worker threshold as a universal answer across different legal regimes.

Now apply the national rule to a second decision. A subsidiary copies its foreign parent’s procedure without assessing its own activities and size. What should it check?

Identify the Polish entity, sector and number of people under Article 23, using the correct reference date and counting method. Check sectoral and public-sector exceptions. Consultation and commencement under Article 24 also matter. A group template does not replace assessment of responsibility or the lawfulness of shared access.