Employment Laws in Poland: Hiring & Compliance Guide

What are the contractual agreement requirements in Poland?

Employment relationships in Poland are primarily governed by the Labour Code, which establishes the rights and obligations of employers and employees entering into employment contracts. When an employer establishes an employment relationship in Poland, both parties must agree on the terms and conditions of employment.

Employment contracts must be concluded in writing and should specify key details, including the parties, the type of contract, the date of conclusion, the type of work, the workplace, remuneration, working time, and start date.

Types of employment contracts

The Labour Code recognises three main types of employment contracts in Poland:

• Trial period contracts
• Fixed-term contracts
• Indefinite-term contracts

Trial period contract

A trial period contract allows the employer to assess an employee’s qualifications and suitability for a specific role.

A trial period contract generally cannot exceed three months. However, the maximum permitted duration may vary depending on the intended follow-up contract length and certain statutory conditions.

Definite-Term contract

A Definite contract specifies the end date of the employment relationship. Under Polish law, fixed-term employment is generally limited to 33 months, and no more than three fixed-term contracts may be concluded between the same employer and employee. If these limits are exceeded, the employment relationship is generally treated as indefinite.

Indefinite-Term contract

An indefinite-term contract does not have a fixed end date and continues until terminated in accordance with applicable Labour Code rules.

Key elements of employment contracts

Regardless of the contract type, employment contracts should include:

• The parties to the contract
• The type of employment contract
• The date of conclusion
• The type of work and workplace
• Remuneration details
• Working time information
• Start date of employment

Employers must also provide employees with required employment information regarding applicable working conditions and employment rules within the timelines required under Polish labour regulations.

Employment classification

Polish employment law distinguishes employment relationships from civil law contracts. Where the actual nature of work meets the characteristics of an employment relationship, the arrangement may be treated as employment regardless of the contract label used by the parties.

Employment classification issues can arise when the actual working relationship does not match the contractual arrangement, creating potential risks around employee status and Labour Code obligations.

Skuad Manage helps teams maintain employment documentation and workforce records from a single platform. Here is what Skuad supports:

• Employment contract generation aligned with local labour laws across supported markets
• Employee agreements and employment records are maintained in one dashboard
• Contract details and key employment milestones tracked from a single platform
• Workforce records for full-time employees and contractors are maintained in one place
• Employment documentation updates aligned with changing workforce requirements

What are the working hours and overtime rules in Poland?

The Polish Labour Code sets the standard working time framework for employees. The standard working time is 8 hours per day and an average of 40 hours per week in an average five-day working week.

Employers may use different working-time systems depending on business needs, but these arrangements must remain within the limits established by the Labour Code.

Overtime pay

Overtime work is work for more than 8 hours per day or work for more than 40 hours per week. Employees performing overtime are entitled to their normal remuneration plus an overtime allowance or compensatory time off.

A 50% additional allowance generally applies to overtime performed on normal working days, while a 100% additional allowance applies in situations such as overtime at night, on Sundays or public holidays that are non-working days for the employee.

The default maximum for overtime arising from an employer’s special needs is 150 hours per calendar year, unless a different limit is established through applicable workplace rules or collective arrangements. However, average weekly working time, including overtime, cannot exceed 48 hours during the reference period.

What are the minimum wage and compensation rules in Poland?

The employment terms agreed upon by the employer and employee in the employment contract form the basis of an employee’s remuneration in Poland. Under Polish labour law, remuneration should correspond to the type of work performed, the qualifications required, and the responsibilities associated with the position.

However, the Minimum Wage Act establishes a statutory minimum level of remuneration that employers must provide to eligible employees. Employers cannot agree to pay an amount below the legally required minimum wage.

From January 1, 2026, the minimum wage for employees working under an employment contract is PLN 4,806 gross per month.

Poland also has a separate minimum hourly rate applicable to certain civil law contracts. This rate applies under different rules from the employee minimum wage and should not be treated as the statutory minimum salary for employees.

What employee benefits and social security apply in Poland?

Poland provides employees with statutory social protection through a mandatory social insurance system. The Polish social security system covers economically active individuals, including employees, and includes pension insurance, disability insurance, accident insurance, sickness insurance, and contributions to the Labour Fund.

Both employers and employees are required to contribute to the Polish social security system. Employers are responsible for paying their own contribution share, withholding the employee’s share from payroll, and remitting the required contributions to the Social Insurance Institution (ZUS) on a monthly basis.

For employees, the social security contribution rate is generally 13.71% of gross salary. Employers generally contribute between 19.21% and 22.41% of the employee’s gross salary, with the exact rate depending mainly on the applicable accident insurance contribution.

Social security contributions are subject to an annual contribution cap. Once the applicable salary threshold is exceeded, reduced contribution rates apply to certain social insurance contributions. The cap amount is adjusted annually under Polish regulations.

Through the social insurance system, eligible employees may receive:

• Statutory benefits such as sickness benefits, maternity-related benefits, disability benefits, and retirement benefits when the relevant eligibility conditions are met.
• Employment-related protections provided under Polish labour law, including benefits connected to periods of illness, family responsibilities, and other legally protected circumstances.

Employers handling employee health information, including data related to medical examinations or sickness-related documentation, must comply with applicable personal data protection obligations under the General Data Protection Regulation (GDPR) and Polish data protection rules.

What vacation and paid time off entitlements apply in Poland?

Polish employment law provides employees with statutory leave entitlements, including annual leave, maternity leave, parental leave, sickness-related absence, and other protected periods. Employers hiring in Poland must understand these requirements to manage employee time off.

Annual leave

Employees in Poland are entitled to uninterrupted and paid annual leave, which depends on how long the employee works or has worked in the organization. This annual leave is often referred to as vacation leave.

The entitlement is based on the employee’s total qualifying employment period. Employees with less than 10 years of qualifying service are entitled to 20 days of paid annual leave, while employees with at least 10 years of qualifying service are entitled to 26 days of paid annual leave.

The leave days can be split into different periods during the year. Annual leave should be granted according to Polish Labour Code requirements and arrangements between the employer and employee.

Parental leave

Pregnant employees have a right to maternity leave of 20 weeks after delivering a child. This leave can be extended if the employee delivers more than one child.

Maternity leave is granted for 20 weeks for the birth of one child. The duration increases for multiple births according to the number of children born during the same delivery. After maternity leave, eligible parents may take parental leave under Polish labour regulations.

Fathers are entitled to paternity leave of up to two weeks, which must be taken within the period specified by Polish labour regulations.

Sick leave

Employees retain the right to sickness remuneration during a period of incapacity for work due to illness. This remuneration is paid by the employer for up to 33 days in a calendar year, or up to 14 days for employees who have reached the age of 50.

During this period, sick pay is generally paid at 80% of the employee’s remuneration. However, employees may be entitled to 100% of remuneration in specific situations, including accidents occurring on the way to or from work, illness during pregnancy, and certain medical examinations or procedures related to cell, tissue, or organ donation.

If incapacity for work continues beyond the employer-paid sickness remuneration period, the employee may become eligible for sickness benefits under the social insurance system.

Disability leave

Employees with qualifying disability status may be entitled to an additional 10 working days of annual leave after meeting the statutory conditions, including the required employment period and disability classification.

What are Poland’s public holidays in 2026?

Poland observes statutory public holidays during which employees generally receive paid time off. Employers should consider these dates when planning working schedules, payroll processing, and employee availability.

What are the termination and severance rules in Poland?

The Labor Code lists grounds on which an employment contract termination can be effected in Poland. Employment can be terminated in Poland under the following conditions:

• Expiration of the employment contract
• Mutual agreement between both parties
• Statement from either party with or without notice

Termination with notice and termination without notice must be provided in writing. Where an employer terminates a fixed-term or indefinite-term employment contract with notice, the employer’s statement must include the reason justifying the termination.

Termination without notice may occur in situations specified under the Labour Code, including serious breaches of employee duties, certain criminal conduct preventing continuation of employment, loss of required professional authorisations due to the employee’s fault, or certain cases of prolonged unexcused absence.

For fixed-term and indefinite-term contracts, notice periods depend on the employee’s length of service and generally range from two weeks to three months.

Severance pay

When an employee is terminated within a collective dismissal or for reasons that are not the fault of the employee, they may be entitled to severance pay. This applies if the employer has a workforce strength of at least 20 employees.

The statutory severance amount depends on the employee’s length of service with the employer and is capped at 15 times the minimum wage applicable at the time of termination.

Termination in Poland requires employers to follow specific procedures, notice periods, and severance obligations based on the circumstances of the employment relationship. Managing these requirements accurately can become complex as workforce structures grow.

Skuad Shield helps teams stay aligned with termination and offboarding requirements across supported markets without tracking every obligation independently. Here is what Skuad supports:

• Notice period and severance calculations based on applicable statutory obligations
• Employment documentation and recordkeeping that support structured offboarding
• Probation period tracking and contract records within a single platform
• Worker classification checks that help flag potential employment risks

Book a demo to explore how Skuad supports employment risk management during termination processes.

What discrimination and equal opportunity protections apply in Poland?

Employers in Poland must comply with equal treatment requirements throughout the employment relationship, including recruitment, employment conditions, promotion, access to training, and termination decisions.

Polish employment law prohibits discrimination based on protected characteristics, including sex, age, disability, race, nationality, ethnic origin, religion or beliefs, political opinions, trade union membership, sexual orientation, employment type, and other legally protected grounds.

Harassment protection in Poland

Harassment and sexual harassment are treated as forms of discrimination under Polish labour law. Employers must ensure that workplace practices respect employee dignity and equal treatment obligations. Employees are entitled to claim damages in a court of law in the event of discrimination, and they can seek compensation under the Labour Code.

Addressing different types of discrimination

Direct discrimination occurs when an employee is treated less favourably because of a protected characteristic, while indirect discrimination occurs when a seemingly neutral rule or practice places certain groups at a disadvantage unless objectively justified.

What health and safety regulations apply in Poland?

Employers in Poland have a legal obligation to provide safe and hygienic working conditions and protect employees from workplace risks. This includes organising work to prevent accidents and occupational hazards. To meet these obligations, employers must implement appropriate workplace safety measures, provide necessary employee support, and comply with statutory occupational health and safety requirements.

• Employers must identify and assess workplace risks, implement preventive measures, and provide employees with occupational health and safety training before allowing them to perform work.
• Employers are also required to arrange initial and periodic occupational medical examinations where required under Polish labour regulations. Employees must not be allowed to perform work without the required medical clearance.
• Poland’s Labour Code includes specific obligations for remote work arrangements. Employers and employees must comply with applicable workplace safety requirements when performing remote work, including rules on safe working conditions and employer responsibilities.

Stay compliant when hiring in Poland with Skuad

Building a team in Poland requires businesses to align employment practices with Labour Code requirements while managing obligations around employee classification, social insurance contributions, statutory benefits, and termination procedures. For companies expanding without local employment expertise, maintaining accurate workforce processes across these areas can add operational complexity.

Skuad helps businesses manage global employment processes across supported markets with structured workforce support. Skuad acts as the legal employer across 160+ countries, supporting employment contract generation, statutory contribution workflows, payroll processing in 70+ currencies, benefits administration, and termination support without requiring a local entity setup.

Book a demo to see how Skuad supports hiring aligned with Poland's employment requirements.

FAQs

1. What documents are required when hiring employees in Poland?

Employers hiring employees in Poland generally need employment contracts, employee information documents, payroll records, and registration details for the Social Insurance Institution (ZUS). Additional requirements may include occupational medical examinations and workplace safety documentation under applicable Polish Labour Code obligations.

2. How are employee classification issues handled under Polish employment law?

Employee classification in Poland depends on the actual nature of the working relationship. If an arrangement meets employment relationship criteria under the Labour Code, it may create obligations related to employee rights, benefits, and social insurance contributions.

3. Do employers need to register employees for social security in Poland?

Employers in Poland generally must register eligible employees with the Social Insurance Institution (ZUS) and manage required social insurance obligations. These include contributions related to pension, disability, sickness, and accident insurance, with reporting and payment requirements applying throughout the employment relationship.

4. What penalties can employers face for non-compliance with employment laws in Poland?

Employers in Poland may face administrative penalties, financial liabilities, employee claims, or inspection findings for labour law violations. The National Labour Inspectorate (PIP) may investigate issues involving unpaid entitlements, incorrect records, workplace safety failures, or breaches of Polish Labour Code requirements.

5. What are the employer obligations for remote work in Poland?

Employers in Poland must follow Labour Code requirements for remote work, including agreeing arrangements with employees, maintaining safe working conditions, and meeting occupational health and safety obligations. Employers may also need to provide equipment, materials, or reimbursement depending on the agreed remote work arrangement.

6. What records must employers maintain for employees in Poland?

Employers in Poland must maintain employment records covering contracts, working time, payroll information, leave records, and employee documentation. These records support compliance with Labour Code requirements and may be reviewed during inspections by authorities such as the National Labour Inspectorate (PIP).