Employment Law in Poland: 2026 Guide for Employers and Employees

Labor Law in Poland — What You Need to Know About Employment, Contracts, Obligations, and Rights

The main legal act regulating labor relations in Poland is the Labor Code (adopted June 26, 1974). It is a comprehensive document that defines the rules for establishing, maintaining, and terminating an employment relationship – from types of contracts, through working hours and remuneration, to the rights and obligations of the parties to the employment relationship.

The provisions of the Labor Code apply to all employers and employees hired under an employment contract. Other relevant laws include the Trade Unions Act and internal sources of Polish Labor Law such as work regulations, collective agreements, and anti-mobbing policies.

This guide is designed especially for corporations investing in Poland, registering companies in Poland and preparing for launch of operations. It is aimed to navigate through the HR and employment legal framework in Poland.

Types of Employment Contracts in Poland

Polish Employment Law recognizes three core contract types: for a trial period, for a fixed term, and for an indefinite term. Each of these types differs in purpose, duration, and scope of employee protection.

Polish Labor Law recognizes three main contract types:

• employment agreement for trial period(Umowa na okres próbny))
• employment agreement for definite period (umowa o pracę na czas określony)
• employment agreement for indefinite period (umowa o pracę na czas nieokreślony)

They differ in purpose, duration, and the level of employee protection:

• A trial period contract can be concluded for a maximum of 3 months and serves primarily to assess the employee’s qualifications and suitability for the position. AAfterward, the parties may move to a fixed-term or indefinite contract.
• A fixed-term contract is concluded for a predetermined period, but its total duration – including when concluding subsequent contracts of this type – cannot exceed 33 months. Furthermore, an employer cannot conclude more than three fixed-term contracts with the same employee. Once one of these limits is exceeded, if the cooperation continues, the contract automatically becomes an indefinite contract.
• An indefinite contract provides the employee with the greatest financial stability and is fully protected, including against termination without just cause. This is the type of employment contract desired by employees, in particular in order to demonstrate greater creditworthiness.

Every employment contract should contain basic information such as: the details of the parties, the type of contract, the duration of the contract, the place of work, the working hours, the amount of remuneration, the scope of duties, and the start date of employment. Any changes to the terms of employment must be made in writing.

The choice of contract type is important – it affects not only the permanence of employment, but also the scope of the employee’s rights and privileges.

Remuneration in Poland

Every employee has the right to remuneration commensurate with their qualifications and the type of work performed.

From January 1, 2026, the minimum wage is PLN 4,806 gross per month. The employer is obliged to pay the salary at least once a month, on a predetermined date.

The latest possible date for payment of remuneration in Poland is the 10th day of the following month. If the payment date falls on a public holiday, the salary should be paid earlier.

Deductions from remuneration are strictly limited – without the employee’s consent, only statutory deductions (e.g., alimony, disciplinary penalties) may be made. Other deductions require written consent. Salaries should be paid in a transparent manner – together with a list of components, allowances, and deductions. Protection of wages is one of the foundations of labor law in Poland.

Working time and overtime in Poland

Full-time working hours in Poland are 8 hours per day, which in a five-day week gives an average of 40 hours per week. On a weekly basis, including overtime, an employee may not exceed 48 hours of work.

The employer may introduce other working time systems, such as equivalent or task-based systems, adapted to the nature of the business. These may involve, for example, extending the daily working time (up to 12 hours) or adjusting it to the employee’s tasks.

Overtime work cannot be assigned to employees in advance or planned in advance by the employer. An employee may work overtime only when it results from:

• the specific needs of the company,
• the removal of breakdowns,
• rescue operations.

The annual overtime limit is 150 hours, although the employer may increase this limit to 416 hours per year in the work regulations. The daily working time (normal plus overtime) may not exceed 13 hours, due to the minimum daily rest period of 11 hours.

For overtime work, employees are entitled to the following in addition to their normal remuneration:

• 50% bonus on working days,
• 100% bonus for night overtime, on Sundays and public holidays, or instead – time off (the proportion depends on who initiates the time off in lieu of overtime).

The employer must keep a record of working time, and the employee is entitled to breaks: at least 15 minutes after 6 hours of work, as well as at least 11 hours of daily rest and 35 hours of weekly rest. Unaccounted and undocumented overtime is a violation of the law.

Annual leave and sick leave in Poland:

Annual paid leave

An employee in Poland has the right to:

• 20 days annual paid vacation – length of service < 10 years
• 26 days annual paid vacation – length of service ≥ 10 years

• Rules:
  • It can be divided, but at least 1 part should last 14 calendar days.
  • It is acquired in advance at the beginning of the calendar year, except in cases where the employee is starting work for the first time in their life.

Sick leave in Poland

Sick leave (so-called “L4”) – requires a certificate from a doctor, sent by the doctor to the social security system. The employee in Poland receives sick pay from the employer or sickness benefit from the Social Insurance Institution (ZUS) (both amounting to 80% of the salary), depending on the duration of the illness:

• Days 1–33 of illness in a calendar year → sick pay by the employee
• From day 34 → sickness benefit by the Social Insurance Institution (ZUS)

Parental Rights and Family Leave

Parental leave is a special type of employee entitlement designed to support parents in balancing their professional life with childcare. It is available to both mothers and fathers, and its scope and form depend on the family situation and the type of leave. During this leave, the employee is covered by special protection against dismissal.

Maternity leave in Poland

The length of the maternity leave in Poland depends on the number of children born in a single birth and ranges from 20 to 37 weeks. Part of the leave (up to 6 weeks) can be taken before the birth.

Maternity benefits during the leave are paid by the Social Insurance Institution (ZUS) and amount to 100% or 81.5% of the employee’s salary, depending on the system chosen by the employee. During maternity leave, the employee is protected against dismissal.

Paternity leave in Poland

The father is entitled to 14 days off on the occasion of the birth of a child – these can be taken all at once or in two parts. The leave can be taken until the child reaches 12 months of age.

It is paid by the Social Insurance Institution at 100% of the employee’s salary. Protection against dismissal also applies during this leave.

Parental leave (urlop rodzicielski)

The total duration of parental leave in Poland is 41 weeks (for one child) or 43 weeks (for the birth of more than one child), to which both parents are jointly entitled.

Each of them is entitled to 9 weeks exclusively – any unused leave cannot be transferred to the other parent. The leave can be divided into a maximum of 5 parts and used until the end of the calendar year in which the child turns 6.

The Social Insurance Institution pays a benefit of 70% of the salary (or 81.5%) for the entire period of leave. An employee on parental leave is also protected against dismissal.

Childcare leave (2 days/16 hours) in Poland

Every employee in Poland raising a child under the age of 14 is entitled to 16 hours or 2 days off per year. The leave is fully paid – the employee retains 100% of the remuneration paid by the employer. During this time, the employee is protected against dismissal.

Parental (unpaid) leave in Poland

Parental leave (“urlop wychowawczy”) is available to employees who have been employed for at least 6 months, and lasts up to 36 months, until the end of the calendar year in which the child reaches the age of 6 (or 18 in the case of a child with a disability). The parental leave is unpaid, but counts towards the periods on which employee entitlements depend.

Polish Employment Law also provides for many other additional rights for parents of children, such as the right to request a reduction in working hours or leave for parents of premature babies.

Contract of mandate / B2B in Poland

In addition to employment contracts in the legal system of Poland, civil law contracts such as contracts of mandate, contracts for specific work, and increasingly B2B contracts are popular.

However, it should be noted that:

• A contract of mandate (umowa zlecenie) is subject to the general provisions of the Civil Code. It is subject to mandatory contributions to the Social Insurance Institution (pension, disability, accident, and health insurance), but does not provide employee rights – it does not give the right to leave, sick leave, protection against dismissal, or other benefits under the Polish Labor Code. Useful for short-term employment to perform specific tasks (e.g., seasonal assignments, hiring students).
• A contract for specific work (umowa o dzieło) is a contract intended to deliver a specific result – e.g., creating a design or developing an analysis. It is not subject to social security contributions, which makes it financially advantageous for the entrepreneur. However, the conclusion of such a contract must be notified to the Social Insurance Institution (ZUS), and the authority may check the validity of the contract.
• A B2B contract (self-employed contractor) means the provision of services through a sole proprietorship. This is a very flexible model – without the right to holidays, sick leave or employee protection. Rates and terms of employment are negotiated individually. The contractor is an independent entrepreneur and must pay contributions and taxes on their own. The terms of the contract must be formulated with caution – if the contract resembles an employment contract too closely, the authorities may demand that the cooperation be recognized as an employment relationship, which entails financial risk for the employer.

Remote work

• Based on the amendment of April 7, 2023 – a separate chapter in the Polish Labor Code
• Definition: Work performed at a location indicated by the employee and agreed with the employer, using remote communication tools.
• Methods of implementation:
  • union regulations,
  • internal regulations,
  • remote work order,
  • individual contract
• Who can insist on remote work: pregnant women, persons caring for children < 4 years of age and disabled children – without the possibility of refusal (except in situations where remote work is not possible due to the nature of the work or its organization)
• Employer’s obligations:
  1. Provision of equipment (or reimbursement of costs/lump sum payment)
  2. Maintenance of equipment – provision of service or coverage of its costs
  3. Reimbursement of “running costs” – e.g., energy and internet costs

From April 2023, remote work has been permanently included in the Polish Labor Code. It can be performed entirely outside the workplace (on a continuous basis) or partially, in the so-called hybrid model. The legislator has also provided for so-called occasional remote work – up to 24 days per year – at the employee’s request, without the need for additional arrangements and without the employer incurring additional costs.

The form of remote work may be agreed upon:

• in the employment contract,
• in agreement with the employee during employment,
• or unilaterally – by order of the employer (in specific situations, e.g., sudden closure of the workplace).

Certain groups of employees have special rights – if pregnant women, parents of children up to 4 years of age, or parents of children with disabilities request remote work, the employer may refuse remote work only if they can demonstrate that it is not possible for organizational reasons.

The employer is obliged to provide the employee with the necessary equipment and materials or to pay a lump sum or equivalent. They must also cover operating costs, such as electricity or Internet, if these are necessary for the performance of tasks.

The Polish Labor Code also provides for the possibility of inspecting a remote employee at their place of work, after prior agreement on the rules for such a visit.

Personal data protection rules are also crucial in remote work, especially when the employee has access to the company’s internal systems.

Discrimination and mobbing

• Discrimination – prohibited differentiation and unequal treatment of an employee on the basis of protected characteristics: gender, age, race, ethnic origin, sexual orientation, religion, worldview, trade union membership, political beliefs, disability, type of contract/position
• Mobbing – Long-term, persistent harassment of an employee, leading to their humiliation, ridicule, isolation, or undermining of their position in the team. Preventive action by the employer and the creation of anti-mobbing procedures are required.
• Employer’s obligations: the employer has a legal obligation to prevent mobbing, ensure equal opportunities, adapt working conditions, and create procedures for reporting violations

Discrimination in employment is prohibited in Poland and applies to all forms of unequal treatment based on:

• gender,
• age,
• disability,
• race,
• religion,
• sexual orientation,
• political beliefs,
• or form of employment.

The employer is obliged to treat employees equally in terms of establishing and terminating employment relationships, employment conditions, and promotion.

Mobbing, on the other hand, is persistent and long-term harassment of an employee, which causes humiliation, isolation, or leads to resignation from work. The employer must counteract mobbing, including by implementing procedures for reporting abuse and preventive measures.

Compliance in the workplace

Contemporary labor law in Poland is not only about contracts, salaries, and working hours, but also about the organization’s responsibility to comply with regulations and ethical standards. This area is regulated by so-called compliance, i.e., activities aimed at ensuring that the company’s operations comply with the law and internal regulations and values.

In practice, compliance in the workplace includes, among other things:

• Personal data protection (GDPR) – proper processing and securing of employee data;
• Ethics & integrity – implementation and compliance with codes of ethics;
• Counteracting mobbing & discrimination – creating clear procedures for reporting and responding to irregularities;
• Occupational health and safety (OHS) – employee health protection rules in accordance with regulations;
• Whistleblowing systems – protection of whistleblowers, i.e., persons reporting abuses;
• Transparency of HR processes – ensuring transparent rules for recruitment, promotion, and termination of employment.

More and more companies in Poland– not only large corporations, but also small and medium-sized enterprises – are implementing compliance policies as part of their day-to-day management. Most often, these take the form of internal regulations, anti-mobbing procedures, GDPR policies, rules for preventing conflicts of interest, or instructions for reporting violations.

From the perspective of Polish Labor Law, the obligation to ensure compliance with regulations rests with the employer. However, a properly implemented compliance system benefits both parties:

• it protects employees from abuse,
• increases their sense of security and trust,
• and helps the company avoid sanctions, improves its image, and supports ethical management.

As a result, compliance becomes not only a “protective shield,” but also a tool for building a modern organizational culture based on transparency, responsibility, and mutual respect.

Hiring in Poland: A Step-by-Step Checklist

The hiring of a new employee in Poland follows a precise, multi-stage path that guarantees legal compliance and security for both parties.

1. Drafting the job advertisement

The job advertisement in Poland must comply with the principles of equal treatment and data protection (GDPR). It should clearly define the duties, requirements, and conditions of employment, but must not discriminate against candidates.

2. Recruit and select

During the selection process, the employer may only collect necessary personal data, such as qualifications and competencies. Verification of professional history (e.g., by contacting a former employer or LinkedIn) is only possible with the consent of the candidate and for the purpose of confirming the information provided by the candidate.

3. Sign the employment contract & onboard documentation

The contract should be concluded in writing, in two copies. It must be signed before the employee starts work.

4. Medical check & OHS training

Before being allowed to work, the employee must undergo preliminary examinations confirming that there are no contraindications to starting work, and must also complete health and safety training.

5. Register with ZUS (within 7 days)

Within 7 days of the commencement of employment, the employer is required to notify the employee with the social security system (Social Insurance Institution).

6. Employee Capital Plans (PPK)

After 3 months of employment, employees (aged 18-55) are automatically notified of PPK. This is a savings scheme for employees implemented in cooperation with employers and the state. The employer signs an agreement with the financial institution operating PPK by the 10th day of the month following the end of this period. Participation in the PPK is automatic – in order to opt out, the employee must submit a statement.

Summary

Polish Employment Law forms the basis of every professional relationship – both for the employee and the employer. Knowledge of Polish Labor Law allows for the conscious creation of stable and legally compliant employment conditions.

This guide compiles key information on Employment Law in Poland. It also describes the obligations of employers to ensure safe, fair, and transparent working conditions.

In a dynamic professional environment, where new work models and ways of providing services often emerge, knowledge of Labor Law remains one of the most important elements of business management. This guide is a practical tool that can support both employees and employers in the daily application of regulations and in making informed HR decisions.