The Complete 2025 Guide to Labour Laws in Poland for Global Companies

Hiring talent in Poland is an attractive opportunity for global companies seeking a skilled, cost-effective workforce within the European Union. However, navigating Labour Laws in Poland is essential to stay compliant and avoid legal risks. This comprehensive guide breaks down the core employment rules, contract types, benefits, leave policies, termination conditions, and how an Employer of Record (EOR) in Poland can help streamline your international hiring strategy.

Table of Contents

• Overview of Labour Laws in Poland
• Employment Contracts in Poland
• Working Hours and Overtime Rules
• Minimum Wage and Salary Regulations
• Social Security and Payroll Contributions
• Leave Entitlements and Public Holidays
• Termination and Severance Rules
• Employee Benefits and Additional Perks
• Anti-Discrimination and Equal Treatment Laws
• Labour Law Compliance Tips for Global Employers
• Why Work With an Employer of Record (EOR) in Poland
• FAQs

Overview of Labour Laws in Poland

Polish labour law actively protects workers’ rights while balancing employers’ interests. The Labour Code primarily governs it and clearly outlines all employer-employee obligations. Compliance with EU labor directives is also mandatory, making Polish regulations more robust and employee-friendly.

Key Governing Authorities:

• Ministry of Family and Social Policy oversees employment law creation and enforcement.
• National Labour Inspectorate (PIP) ensures adherence to regulations and investigates complaints.
• Social Insurance Institution (ZUS) manages social security and benefit contributions.

Employers must also account for evolving EU labor regulations and local amendments, which frequently enhance employee protection measures. Poland has taken significant steps in recent years to modernize its labour legislation to support a more flexible and remote-friendly workforce, aligning with broader EU digital transformation goals. For international companies, understanding this dynamic regulatory ecosystem is critical.

Employment Contracts in Poland

Polish law requires employers to issue employment contracts in writing before an employee’s first working day. These contracts clearly define the scope of work, compensation, working hours, and termination terms, ensuring both parties comply with Labour Laws in Poland and are legally protected. Choosing the right contract type—indefinite, fixed-term, or probationary—is essential for compliance and workforce planning.

Types of Employment Contracts

Under Polish law, employment relationships must be documented through legally compliant contracts. These include:

• Indefinite-term contracts: The most common and secure form of employment. These provide employees with long-term job stability and legal protection, making them a preferred option under Polish labour law.
• Fixed-term contracts: Used for temporary roles, but cannot exceed 33 months or be renewed more than three times. They are suitable for project-based roles or seasonal jobs but still require careful documentation.
• Probationary contracts: Limited to a maximum of 3 months to assess employee suitability. After the probation period, the employer can choose to offer a permanent or fixed-term contract based on performance.

Each contract must specify job responsibilities, working hours, wages, and termination clauses.

Mandatory Clauses in a Polish Employment Contract

Contracts must be signed in writing on or before the first day of work and include:

• Employee’s job title and responsibilities
• Workplace location(s)
• Working time framework
• Base salary and additional compensation
• Leave entitlements
• Termination notice periods

Failure to provide a written contract may result in fines and labor disputes. Employers should also ensure that contracts are drafted in Polish or in a bilingual format when dealing with international hires. Clarity in contractual terms avoids misinterpretation and potential legal challenges.

Working Hours and Overtime Rules

Standard working hours in Poland are limited to 40 hours per week, typically spread over five 8-hour days. Employers must also provide mandatory daily and weekly rest periods. Overtime is allowed under specific conditions and must be compensated at premium rates or offset with equivalent time off, as mandated by Labour Laws in Poland.

Standard Working Hours

Polish employees typically work:

• 40 hours per week spread across five 8-hour days
• At least 11 hours of daily rest and 35 hours of weekly rest

The standard working week structure promotes work-life balance, which is increasingly important to Polish professionals. Employers should ensure that work schedules respect these limitations to avoid penalties.

Overtime Regulations

• Overtime is permitted but capped at 150 hours annually.
• Employees must receive 150% pay for extra hours or 200% pay for holiday/weekend work.
• Time off in lieu may also be granted instead of overtime pay.

Managing overtime requires clear documentation and employee consent. Automated time-tracking systems are recommended to maintain compliance and avoid disputes over unpaid hours.

Suggested Read: Guide to Employer of Record (EOR) vs. Entity Establishment in Poland

Minimum Wage and Salary Regulations

As of January 2025, the minimum monthly wage in Poland is projected to be PLN 4,300 (subject to government confirmation). Employers must:

• Pay salaries in Polish currency through bank transfers
• Provide detailed payslips showing earnings and deductions
• Avoid discriminatory pay practices across gender or role

Wages must comply with collective bargaining agreements in some industries. In addition to the base salary, employers may offer performance-based bonuses, commissions, and non-cash incentives, all of which should be clearly itemized in employment contracts.

Social Security and Payroll Contributions

Employers and employees share responsibility for social security payments, which fund:

• Pension and retirement benefits
• Disability and accident insurance
• Health insurance (NFZ)
• Labour Fund and Guaranteed Employee Benefits Fund

Contribution Rates (2025):

• Employers: ~20.48% to 22.14% of gross salary
• Employees: ~13.71% of gross salary

The employer is responsible for calculating and remitting all contributions to ZUS. Mistakes or late payments can lead to severe penalties. Many international companies rely on Global EOR Services to manage local payroll processing, ensuring compliance with these complex rules.

Leave Entitlements and Public Holidays

Employees in Poland are entitled to paid annual leave based on their length of service, along with statutory sick, maternity, and parental leave. In addition, the country observes 13 paid public holidays each year. All leave entitlements must align with Labour Laws in Poland, ensuring fair work-life balance and legal compliance.

Annual Leave

Paid leave is based on employee tenure:

• 20 days for <10 years of service
• 26 days for ≥10 years of service

Employees accumulate leave based on work hours and are entitled to use it proportionally during the year. Proper leave tracking is essential for legal compliance and accurate payroll calculations.

Sick Leave

• The first 33 days are covered by the employer at 80% pay.
• From the 34th day, ZUS covers extended medical leave.
• Employers must retain proper medical certificates and records.

Employees are entitled to additional sick benefits under specific conditions, such as occupational injuries or long-term illness, and this requires coordination with the social security system.

Maternity, Paternity, and Parental Leave

• Maternity Leave: 20 weeks paid leave
• Paternity Leave: 2 weeks (must be used within 24 months of birth)
• Parental Leave: Up to 41 weeks shared between parents

Employers must process applications, maintain documentation, and ensure continuity of benefits during parental absences. These benefits foster a family-friendly workplace culture.

Public Holidays

Poland observes 13 national holidays, during which employees are not required to work. Any exceptions must be compensated with:

• Higher overtime pay
• Or equivalent time off

These holidays include New Year’s Day, Constitution Day, and All Saints’ Day. Planning workload around these dates ensures productivity and avoids labor disputes.

Termination and Severance Rules

Termination in Poland must follow strict legal procedures, including written notice and justified grounds based on contract type and tenure. Severance pay is mandatory in redundancy cases for employers with 20 or more staff, with amounts varying by years of service. These provisions are essential to comply with Labour Laws in Poland and avoid legal disputes.

Notice Periods

Notice periods vary based on contract type and tenure:

• 2 weeks: Employed <6 months
• 1 month: 6 months to 3 years
• 3 months: More than 3 years

Employers must deliver termination notices in writing, including reasons, final dates, and employee rights. Any deviation can result in a legal challenge.

Grounds for Termination

Termination must be justified and documented. Grounds include:

• Redundancy or restructuring
• Poor performance or misconduct
• Mutual agreement

Employers must conduct proper evaluations and disciplinary procedures before dismissal. Legal support is highly recommended for termination cases involving disputes or sensitive issues.

Severance Pay

Mandatory for redundancies in firms with 20+ employees:

• 1 month’s pay: For <2 years of service
• 2 months’ pay: 2-8 years
• 3 months’ pay: >8 years

Severance should be calculated based on total monthly earnings, including fixed and variable components. Prompt and transparent handling of severance helps protect the employer’s brand and reduces litigation risk.

Employee Benefits and Additional Perks

Besides statutory benefits, many employers in Poland offer a wide range of supplementary perks aimed at enhancing employee satisfaction and retention. These non-mandatory benefits help companies stand out in a competitive job market, especially when targeting top-tier professionals in sectors like IT, finance, and engineering.

Common additional perks include:

• Private health insurance: Offers faster access to specialist care and private medical facilities, which is highly valued in urban centers where public healthcare wait times can be long.
• Meal vouchers or lunch cards: Provide employees with daily food allowances, often exempt from tax up to a certain limit, and accepted at most restaurants and grocery stores.
• Transportation subsidies: Help cover commuting costs, particularly beneficial in cities like Warsaw, Kraków, and Wrocław where public transport is widely used.
• Fitness memberships: Gym or wellness club subsidies promote health and well-being, reducing absenteeism and fostering a positive workplace culture.
• Remote work stipends or home office setups: As hybrid work becomes more standard, many employers offer allowances for ergonomic furniture, internet costs, or tech equipment to support productivity at home.

These additional benefits are not required under Labour Laws in Poland, but they play a strategic role in employer branding and workforce loyalty. Global companies aiming to establish long-term teams in Poland often tailor these perks based on employee feedback, local expectations, and industry standards. Offering a competitive mix of statutory and non-statutory benefits is crucial to building a resilient and motivated workforce in Poland.

Anti-Discrimination and Equal Treatment Laws

Polish law prohibits employment discrimination based on several protected characteristics, ensuring that workplaces remain fair, inclusive, and compliant with international human rights standards. Employers must take proactive steps to uphold equality throughout the employee lifecycle.

Protected grounds include:

• Gender, age, and disability: Employers must ensure equal treatment during hiring, promotions, compensation, and workplace adjustments for individuals with disabilities.
• Religion, nationality, or political belief: No employee or candidate can be treated less favorably due to their personal beliefs or background.
• Union membership: Employees have the right to join and participate in trade unions without facing retaliation or exclusion.

Under Labour Laws in Poland, the principle of equal pay for equal work is legally enforced, and discrepancies can be formally challenged. Employees who believe they have experienced discrimination can file complaints with the Labour Inspectorate (Państwowa Inspekcja Pracy), which has the authority to investigate and impose penalties.

To ensure compliance and foster an inclusive environment, employers should implement the following practices:

• Transparent hiring and promotion policies that are based solely on qualifications and performance.\n- Diversity and inclusion training for HR teams and managers to reduce unconscious bias.\n- Regular salary audits to identify and address any unjustified wage gaps across gender or other protected characteristics.

Promoting diversity, equity, and inclusion not only helps meet legal obligations but also enhances employer branding, attracts global talent, and cultivates a positive, productive workplace culture. A strong commitment to equality can significantly reduce legal risks and improve organizational reputation, especially for global employers operating in Poland.

Labour Law Compliance Tips for Global Employers

Navigating Labour Laws in Poland requires a combination of legal expertise, operational discipline, and strategic workforce planning. For global employers, especially those unfamiliar with the Polish legal landscape, compliance isn’t just a legal obligation—it’s a competitive advantage that fosters employee trust and organizational credibility.

Key best practices to ensure smooth compliance include:

• Use local legal counsel or partner with an Employer of Record (EOR) in Poland: Local experts or EOR providers help you stay aligned with statutory requirements, reducing the risk of fines or disputes.
• Keep detailed employee files and payroll documents: Accurate and up-to-date documentation is essential for labor inspections, audits, and legal defense. Maintain employment contracts, time sheets, salary records, and leave registers.
• Provide written contracts before day one: It’s mandatory to issue a signed employment agreement before an employee starts work. Verbal agreements are not sufficient under Polish law.
• Regularly audit HR policies to match evolving laws: Conduct internal audits and update handbooks, internal regulations, and benefits documentation accordingly.
• Train hiring managers on cultural and legal nuances: Managers should understand local expectations on fair treatment, workplace communication, holiday entitlements, and discrimination policies.

A proactive approach to compliance minimizes exposure to legal risks and strengthens your reputation as an employer of choice in the Polish market. With the support of Global EOR Services, companies can delegate complex HR and compliance tasks to experienced professionals, allowing internal teams to focus on strategic growth and employee engagement. Whether you’re hiring one remote specialist or building a regional team, a strong compliance foundation will ensure long-term success in Poland.

Why Work With an Employer of Record (EOR) in Poland

An Employer of Record (EOR) is a strategic partner that acts as the legal employer for your workforce in a foreign country, while you retain full control over day-to-day operations and performance. By using an EOR in Poland, international companies can quickly and compliantly hire talent without the administrative burden of establishing a local legal entity.

Key advantages of working with an EOR in Poland include:

• Hiring without setting up a local entity: Avoid the costs, time, and legal complexities of company registration, bank setup, and tax filings.
• Ensuring full compliance with Labour Laws in Poland: The EOR stays up to date with evolving local labor legislation, ensuring that your contracts, benefits, leave policies, and termination processes are 100% compliant.
• Managing payroll, benefits, taxes, and terminations: From calculating social security contributions to issuing payslips and handling severance, the EOR covers all HR and administrative tasks under local regulations.

This solution is especially ideal for:

• Pilot market entries: Test the Polish market with a lean team before committing to long-term infrastructure.
• Remote team expansions: Seamlessly grow your workforce with minimal overhead and faster onboarding timelines.
• Global contractor conversions: Convert freelancers or contractors into full-time employees to enhance retention and legal security.

Partnering with a trusted provider of Global EOR Services, such as Asanify, allows businesses to scale across borders efficiently. Whether you’re building a development team in Warsaw, setting up a customer support center in Kraków, or hiring a single remote employee in Gdańsk, an EOR handles the backend complexity—so you can focus on growth, innovation, and strategy.

Suggested Read: Remote Employees Onboarding Checklist with EOR in Poland

FAQs

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.