Poland has emerged as one of Europe’s most attractive hiring destinations for global companies, thanks to its skilled workforce, strong engineering talent, and cost-efficient operations. However, leave policies in Poland are governed by a strict labor framework that leaves little room for employer discretion. For HR leaders, CFOs, and founders expanding internationally, understanding leave in Poland is not optional it is a legal necessity.
This guide breaks down how many vacation days in Poland employees are entitled to, statutory sick leave rules, public holidays, family-related leave, and lesser-known mandatory absences. It also explains why many global companies rely on Employer of Record Services in Poland to stay compliant while hiring at speed.
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.
Conclusion: Staying Compliant with Poland Leave Laws in 2026
Poland offers exceptional talent, but its labor laws especially around leave are detailed and strictly enforced. Understanding leave policies in Poland, from how many vacation days in Poland employees receive to family-related entitlements, is essential for sustainable growth.
For companies expanding without a local entity, partnering with Asanify’s Employer of Record in Poland ensures compliance, reduces risk, and enables faster hiring without compromising employee experience.
FAQs
Employees are entitled to 20 or 26 paid vacation days per year, depending on their total work experience, including credited education years.
Poland mandates paid annual leave, public holidays, sick leave, maternity and parental leave, and special-purpose statutory leaves.
Yes. Employers pay sick leave for the first 33 days, after which Poland’s social security authority (ZUS) covers the benefit.
Employees receive 20 weeks of maternity leave, with additional parental leave options funded through social insurance.
No. Employers may schedule leave but cannot deny statutory entitlements or force employees to forfeit unused leave.
Public holidays are paid days off. Employees working on holidays must receive compensatory time off or pay.
An EOR handles leave accrual, compliance, payroll integration, and statutory reporting under Polish labor law.
Yes. Employer of Record services are a fully legal and widely used model for compliant hiring in Poland.
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.