Increasing the number of economically active people is one of the key instrument to deal with an aging society, that Europe is facing at present. This applies in particular to women, which participation rate in the labour market is lower than that of men. One reason for women's lower professional activity is the difficulties in combining work with family responsibilities. Labour law and especially issues such as organisation of working time and child-care leaves, reamain one of the key areas in the actions for implementing the work-life balance strategy – to achieve the better balance between professional and private life of an employee. On 2 January 2016 the amendement to the Labour Code entered into force, which has been designed to constitute a further step towards the creation of consistent and coherent pro-famility policy, that allow economically active people for fulfilment of their parental aspirations. In this regard, this article is aimed at evaluation of the legal regulation concerning parental rights of employess as regards child-care leaves and organisation of working time, with a special focus on indicated legislative amendement, in terms of achieving the assumptions underlying the work-life balance strategy.

Increasing the number of economically active people is one of the key instrument to deal with an aging society, that Europe is facing at present. This applies in particular to women, which participation rate in the labour market is lower than that of men. One reason for women's lower professional activity is the difficulties in combining work with family responsibilities. Labour law and especially issues such as organisation of working time and child-care leaves, reamain one of the key areas in the actions for implementing the work-life balance strategy – to achieve the better balance between professional and private life of an employee. On 2 January 2016 the amendement to the Labour Code entered into force, which has been designed to constitute a further step towards the creation of consistent and coherent pro-famility policy, that allow economically active people for fulfilment of their parental aspirations. In this regard, this article is aimed at evaluation of the legal regulation concerning parental rights of employess as regards child-care leaves and organisation of working time, with a special focus on indicated legislative amendement, in terms of achieving the assumptions underlying the work-life balance strategy.