Basic Facts

The Republic of Poland is a country located in Central Europe. It is divided into 16 administrative provinces, covering an area of 312,679 square kilometers with a largely temperate climate.

Poland borders Germany, the Czech Republic, Slovakia, Ukraine, Belarus, Lithuania, and Russia (the Kaliningrad exclave). Its northern border (440 km long) runs along the Baltic Sea coast. 


*Please note that the official currency is the currency of remuneration when employed through WorkMotion in Poland.

Capital :
Currency :
Polish Złoty (PLN)
Languages spoken :
Population :
38.24 million (2021 est.)
Minimum wage 2023 :
PLN 3,490 monthly
Cost of Living index :
$$ (86 of 139 nations)
Payroll Frequency :
VAT - standard rate :
GDP - real growth rate :
5.7% (2021 est.)

Statutory Holidays

The national holidays mentioned below are valid for the year 2023.

Work on Sundays and public holidays is allowed in situations listed exhaustively in the Labor Code, e.g. in the case of shift work, in transport, and during work which is necessary due to its social utility and the daily needs of the population.

Holiday Name
Extra Information
January 1
New Year's Day
January 6
Three Kings' Day (Epiphany)
April 9
April 10
Easter Monday
May 1
Labor Day
May 3
Constitution Day
May 28
Pentecost Sunday (Whit Sunday)
June 8
Corpus Christi
August 15
Assumption Day
November 1
All Saints Day
November 11
Independence Day
December 25th
Christmas Day
December 26th
St Stephen's Day

Contract Sharing Time

The approximate time for sharing the contract with an employee in Poland is 4 business days assuming no special requests or changes to our standard employment contract. Any such requests or changes would need to undergo internal and external review, directly leading to a time delay.

NOTE: This number is subject to change and is only an estimation of the Contract Sharing Time. The estimated Contract Sharing Time begins from the moment that WorkMotion has received all required information from both the client and the employee.

What You Need To Know

  • All employees are required to take a preventative medical examination prior to commencing work to ensure that they are well enough to perform their duties, paid by the employee.
  • The conditions of an employer applying telework must be defined in an agreement between the employer and an enterprise trade union. The employer is obliged to:
    • provide a teleworker with the equipment necessary to perform telework
    • insure the equipment
    • cover the costs of installing, servicing, operating, and maintaining the equipment, and
    • provide the teleworker with appropriate technical support facility and necessary training targeted at the service of the equipment.

Labor Conditions

Working Hours

The maximum normal working time is eight hours a day and 40 hours per week. The working time is calculated for a reference settlement period of up to four months, extendable to up to a year under certain conditions. ​​

​​All workers are entitled to an uninterrupted daily rest of at least 11 hours and continuous weekly rest of at least 35 hours or 24 hours in certain cases.

If the daily working time is six hours or longer, a worker has the right to take a 15-minute break from work. An employer may introduce one break of a maximum of 60 minutes for meals or personal matters that are not included in the working time.


The weekly working time including overtime must not exceed an average of 48 hours in the assumed settlement period and 150 hours during the calendar year. Overtime is paid at the statutory rate of 200% of the employees’ regular pay if the work is performed at night, on Sundays, or non-working days. The payment rate is 150% of the employees’ regular income if work is performed at any other time. Overtime work is also compensated through paid time off.

Probation Period

The employment contract for a probation period (umowa o pracę na okres próbny), should not exceed three months. The contract for a probation period may be renewed with the same worker if the worker is to perform a different type of work or the same type of work upon the lapse of three years from the date of expiry of the previous employment contract. 


WorkMotion`s provision for the probation period

WorkMotion usually applies a probationary period of  three months in Poland. 

The probation period is not mandatory in Poland.  However, concluding an employment contract without probationary period is associated with risks. A probation period may only be waived if all of the conditions given below are met:

  • The client confirms that a prior work relationship between the client and the talent has existed (e.g. direct employment in another country) which the client considers meaningful enough  in terms of the talent’s ability to perform.
  • The client confirms that they are aware of the risks associated with hiring a talent without a probationary period.

Termination Notice Period

The period of termination notice for employment contracts for a probation period depends on the length of the probation period:

Duration of Probation period      Notice Period
Less than 2 weeks       3 working days
2 weeks to 3 months       1 week
More than 3 months       2 weeks

The period of termination notice for employment contracts for indefinite and fixed periods of time depends on the duration of employment with a given employer:

Duration of employment             Notice Period
Less than 6 months              2 weeks
6 months – 3 years              1 month
More than 3 years              3 months

Leave / Time Off

Annual Leave

Workers acquire the right to their first annual leave (equivalent to 1/12 of the annual leave available after completing one year of work) upon completing one month of work. The amount of annual leave is:

  • 20 days – for workers who have been employed for less than 10 years, and 
  • 26 days – for workers who have been employed for at least 10 years.

Sick Leave

All workers are covered by compulsory sickness insurance. Sick pay is financed by the employer. It is payable to the employee for the first 33 days of incapacity for work in a calendar year (for the first 14 days, if the employee is aged 50). The right to sick pay is acquired by employees only after 30 days of uninterrupted insurance (the qualifying period). 

Parental Leave

Immediately upon using their maternity leave, a worker has the right to a parental leave of up to 32 weeks in the case of the birth of one child in one delivery, and up to 34 weeks in the case of the birth of two or more children in one delivery. Workers who have filed a motion with the guardianship court for instituting the adoption procedure or as a foster family are also eligible.


Maternity Leave

Female workers have the right to a maternity leave of 20 weeks for a child, increasing progressively up to 37 weeks for five or more children in a delivery.

The amount of the maternity allowance is 100% of the calculation basis for the period corresponding to the period of maternity leave. The payments are funded through employee contributions to the Social Security System (ZUS).


Paternity Leave

The length of paternity leave is equal to two weeks and the worker receives 100% payment of the average. It is funded through employee contributions to the Social Security System. It is also paid to foster and adoptive fathers. 

Other Types of Paid Leave

Paid leave is provided for the following reasons:


Leave    Days
Personal reasons like marriage, the birth of a child, the funeral of a family member.   2 days
Wedding of a child or the death and funeral of a sibling, in-laws, grandparents, or a person dependent on the worker or under their direct care.   1 day
Training leave to improve  qualifications on the initiative of the employer or with the employer’s consent.   6 to 21 days as per  the  qualifying exam. 

Unpaid Leave

Unpaid leave is granted at the worker’s written request (the leave is not included in the employment period which is the basis for employee benefits). Notwithstanding the foregoing, the employer may, at the worker’s written consent, grant them unpaid leave.


Childcare leave

The amount of childcare leave is up to 36 months before the child has reached the age of six years. In order to use the leave, a worker must have an employment duration of at least six months. While on childcare leave, workers are not entitled to any wages or benefits but are covered by retirement and health insurance which is paid by the employer.

Statutory Benefits

The Social Insurance Institute (ZUS) collects all the social insurance contributions and forwards them to the appropriate institutions. Employer contributions to government funds cover retirement, disability, accident, and sickness insurance.

*Up to the cap of PLN 177, 660.

Employer Contribution
Employee Contribution
Accident Insurance
1.67% for employers with up to 9 employees
0.67% to 3.33% for employers with more than 9 employees
1.67% flat rate for foreign employers
Labor Fund
Sickness Insurance
Employee Guaranteed Benefits Fund
Employee Capital Plans (PPK)
1.5%-4% (If talent wishes to participate in PPK)

Health Insurance

The health insurance contribution percentage is 9% and it is paid only by the employees. There are exceptions regarding the contributions for disabled, annuitants, and pensioners. The National Health Fund regulates the health benefits. Poland has a mixed system for public and private health care financing. 

Other Insurances

  • Disability insurance: Contributions to disability insurance are financed by both the employer and employee:
  • Employee Guaranteed Benefits Fund: In the case of an employer’s insolvency, all claims of workers, previous workers, and their surviving dependents are guaranteed by the employee benefits fund (Fundusz Gwarantowanych Świadczeń Pracowniczych – FGSP).
  • Accident Insurance: The accident insurance benefits described are the Employment injury pension or the occupational disease pension and a One-off payment (jednorazowe odszkodowanie).
  • Unemployment Insurance: Employees who have worked for at least 365 days in the last 18 months and have been paid the minimum wage may be entitled to an unemployment allowance. 

Public Pension

Contributions to pension insurance are financed in equal parts between the employer and the employee (9.76% of the contribution base each). Retirement schemes are mandatory in Poland for all workers. 

Other Statutory Benefits

Employee Capital Plans

Employee Capital Plans (Pracownicze Play Kapitałowe, PPK) are a long-term savings scheme in which the employee’s private savings are contributed to by the employee, employer and the state. The main objective of PPK is to provide its participants with funds for when they stop being professionally active. Funds accumulated in a PPK account can be withdrawn at any time.

An employer is obliged to enroll its employees for the PPK according to the following rules:

  • Employees aged 18-55: automatic enrollment;
  • Employees aged 55-70: upon an employee’s individual request, provided that their length of service with a given employer is a minimum of three months over the last 12 months;
  • Employees over 70 years of age: cannot be enrolled.

The employer is mandated to contribute 1.5% of the salary plus 2.5% voluntarily towards PPK.


The information contained in this Country Guide is provided for informational purposes only and should not be construed as legal advice on any subject matter. The contents of this Country Guide contain general information and may not reflect current legal developments or address your situation. You should not act or refrain from acting on the basis of any content included in this Country Guide without seeking the advice or representation of a licensed attorney. WorkMotion Software GmbH disclaims all liability for actions you take or fail to take based on any content included in this Country Guide.

Information provided in this Country Guide is provided “as is” without warranty of any kind, either express or implied, including without limitation warranties of merchantability, fitness for a particular purpose, or non-infringement. WorkMotion Software GmbH periodically adds, changes, improves, updates, or removes information without notice, and assumes no liability or responsibility for any errors or omissions in the contents of this Country Guide. This Country Guide may contain links to other websites. WorkMotion Software GmbH disclaims all liability for the privacy practices or the content of such websites.

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