Poland, one of the fastest-growing economies in Central Europe, is an attractive destination for global companies in IT, manufacturing, and finance. However, hiring in Poland requires a solid understanding of the Polish Labour Code and EU-driven employment regulations, which strongly protect workers’ rights.
The leave policy in Poland defines entitlements for vacation, maternity, paternity, parental, and sick leave, along with public holidays. Poland’s legal framework emphasizes compliance, work-life balance, and employee well-being.
This guide explains the major types of leave available in Poland in 2025 and how Asanify simplifies compliance with tools such as Payroll processing and Global Contractor Management for employers operating across multiple countries.
Table of Contents
- Adoption Leave in Poland
- Earned Leave (Annual Paid Leave) in Poland
- Maternity Leave in Poland
- Parental Leave in Poland
- Paternity Leave in Poland
- Public Holidays in Poland
- Sick Leave Policy in Poland
- Casual Leave in Poland
- Unpaid Leave in Poland
- Other Special Leave Types in Poland
- Digital Leave Management in Poland with Asanify AI
- FAQs on Leave Policy in Poland
Adoption Leave in Poland
The Polish Labour Code regulates adoption leave in Poland and supports adoptive parents by giving them time to bond with their child and adjust to family responsibilities.
- Duration: Adoptive parents can take up to 20 weeks of leave for one child. In the case of adopting multiple children at the same time, the entitlement increases, similar to maternity leave extensions.
- Special cases: Both parents may share adoption leave, but the combined leave cannot exceed the statutory entitlement. This ensures both parents have equal rights and flexibility in childcare.
- Multiple adoptions: When parents adopt more than one child simultaneously, the Labour Code extends the leave period.
Employers must grant this leave without discrimination. Employees provide the necessary adoption documents and notify their employers in advance. Employers then coordinate with the Social Insurance Institution (ZUS) to ensure correct payroll adjustments and salary reimbursements during the leave period.
Earned Leave (Annual Paid Leave) in Poland
Annual leave in Poland depends on an employee’s length of service, including education years credited under the Labour Code.
- Employees with less than 10 years of service: 20 days of paid leave.
- Employees with 10 years or more: 26 days of paid leave.
- Part-time employees accrue leave on a pro-rata basis.
- Unused leave can usually be carried over to the following year but must be used by September 30.
Correct Payroll processing is essential to calculate entitlements, especially when employees transition from the 20-day bracket to the 26-day bracket.
Suggested Read: Employer of Record Poland: A Comprehensive Guide
Maternity Leave in Poland
Maternity leave in Poland (urlop macierzyński) ensures protection during and after childbirth.
| Feature | Details |
| Standard duration | 20 weeks for a single child |
| Multiple births | 31–37 weeks, depending on number of children |
| Prenatal leave | Mothers may use part of the leave before delivery |
| Payment | ZUS funds maternity pay at 100% of the average salary |
| Job protection | Employers cannot terminate the contract during maternity leave |
Parental Leave in Poland
Poland offers generous parental leave (urlop rodzicielski), available to both parents.
| Type of Parental Leave | Duration | Payment |
| Overall entitlement | Up to 41 weeks (for one child) | 60–81.5% of average salary (depending on benefit plan) |
| Multiple births | Up to 43 weeks | Paid through ZUS |
| Flexible arrangements | Parents may take leave simultaneously or in turns | Benefit split accordingly |
Parents must notify the employer 21 days in advance.
Paternity Leave in Poland
Paternity leave (urlop ojcowski) supports fathers in early childcare.
| Feature | Details |
| Duration | 2 weeks, available until the child turns 12 months (or adoption up to 7 years) |
| Payment | Funded by ZUS at 100% of salary |
| Flexibility | Leave can be split into two parts of one week each |
Public Holidays in Poland
Poland observes 13 national public holidays.
| Holiday | Date |
| New Year’s Day | 1 January |
| Epiphany | 6 January |
| Easter Sunday & Monday | Movable |
| Labour Day | 1 May |
| Constitution Day | 3 May |
| Pentecost Sunday | Movable |
| Corpus Christi | Movable |
| Assumption Day | 15 August |
| All Saints’ Day | 1 November |
| Independence Day | 11 November |
| Christmas Day | 25 December |
| Second Day of Christmas | 26 December |
Employees are entitled to paid leave on these days.
Sick Leave Policy in Poland
Sick leave in Poland (zwolnienie lekarskie) is covered jointly by employers and ZUS.
| Category | Entitlement |
| First 33 days (14 for 50+) | Employer pays 80% of salary |
| From day 34 (or 15) onward | ZUS pays sickness benefit at 80% |
| Special cases | 100% pay for accidents at work, pregnancy, or contagious diseases |
Employees must submit a medical certificate (e-ZLA) electronically filed with ZUS.
Casual Leave in Poland
Poland allows employees short-term special leave for personal events. Examples include:
- 2 days for the birth of a child.
- 2 days for a family member’s funeral.
- 2 days for a wedding.
These entitlements are covered under the Labour Code and must be granted by the employer.
Unpaid Leave in Poland
Employees may request unpaid leave (urlop bezpłatny).
- Requires written consent from both employer and employee.
- Duration is flexible but suspends salary and social security contributions.
- Time off may count toward length of service if both parties agree.
Other Special Leave Types in Poland
- Childcare leave (up to 36 months unpaid): Available until the child turns 6.
- Educational leave: Paid leave for exams or training (if employer-approved).
- Caregiver leave: New EU-driven rules provide 5 days per year of unpaid leave to care for relatives.
- Jury or civic duty leave: Granted where applicable.
Suggested Read: The Complete 2025 Guide to Labour Laws in Poland
Digital Leave Management in Poland with Asanify AI
Managing leave in Poland is complex due to the detailed Labour Code, multiple leave entitlements, and ZUS reimbursements for sick pay. Employers must navigate varying rules for annual leave, parental and maternity benefits, and split payments between companies and ZUS. With Poland’s fast-growing economy attracting global employers, manual processes risk errors, compliance breaches, and dissatisfied staff – making Asanify AI’s automated, compliant leave management essential. Much like how labor laws in Poland require precision, Poland’s system also demands strong compliance solutions.
Here’s how Asanify simplifies leave management in Poland:
- Real-time leave balance tracking so employees and managers always have clarity.
- Slack and mobile-based approvals, replacing outdated email requests and improving response time.
- Integrated Payroll processing to handle Poland-specific rules for vacation entitlements, sick pay splits (employer vs. ZUS), and holiday allowances.
- Audit-ready reports that comply with the Polish Labour Code and employer obligations under ZUS regulations.
- Policy automation for statutory categories like maternity leave, parental leave, and childcare leave, reducing administrative guesswork.
With Asanify, employers hiring in Poland remain fully compliant while delivering a seamless employee experience. Backed by expertise in EOR in Poland and proven success with Employer of Record Services Poland, Asanify helps businesses replicate compliance excellence across EU markets. Its platform combines automation with Global Contractor Management, giving global startups and SMEs the ability to manage employees and contractors in multiple countries efficiently – ensuring smooth operations without the burden of manual processes.
FAQs
Employees get 20 days with less than 10 years’ service and 26 days with 10 years or more.
Maternity leave lasts 20 weeks for one child and up to 37 weeks for multiple births.
Fathers are entitled to 2 weeks of paternity leave, paid at 100% by ZUS.
Yes, employees are entitled to 13 paid national holidays each year.
Employers pay for the first 33 days (14 for older employees), after which ZUS covers sickness benefits.
Yes, but it requires written employer approval and typically suspends benefits.
Yes, adoptive parents receive up to 20 weeks of adoption leave, funded by ZUS.
Not to be considered as tax, legal, financial or HR advice. Regulations change over time so please consult a lawyer, accountant or Labour Law expert for specific guidance.
