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Helping businesses expand and employ in Poland

Meeting compliance requirements while expanding your business in Poland can be extremely challenging. To aid you, we are providing an overview of key information in Poland, addressing everything from hiring regulations to termination regulations.

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Expanding into Poland

Key facts

Hiring

Financials

Termination

Annual Leave

Leave

Benefits

Contract Types

In Poland contracts can be Short term (known as contract for trial) Fixed Term up to a maximum of 33 months, which can be renewed up to three times, and Indefinite (open ended).

Probation

Probation can be a maximum of 3 months for indefinite contracts and 1 month for fixed term contracts up to 6 months and 2 months for fixed term contracts up to 12 months.

Working Hours

40 hours per week, 8 hours per day. Note that an employee who has a child up to the age of 8 can submit a request for a flexible working schedule no less than 21 days in advance of the date when they wish to change their working pattern.

Overtime

Employees may work a maximum of 150 overtime hours per year or 48 overtime hours per week. Anything over 40 hours per week is considered overtime.

Other Financial

Monthly paid employees must receive their salary no later than the 10th of the following month. Employees must be offered the opportunity to sign up for a PPK account which enables pension saving and employers may contribute up to 4%. There is no 13^th month salary in Poland.

Other

All employees must have a medical examination and health and safety training before commencing work. These are arranged and paid for by the employer. Employment contracts must be signed and registered with the Social Security Bureau within 7 days of employment. After probation and/or 6 months’ employment, employees may once a year apply for a change in employment conditions.

Any work related training outside of working hours counts as working hours.

There are strict anti discrimination laws in Poland which apply even in casual conversations with potential employees.

Tax rates valid for 2024

Corporation Tax:

19%

Consumption Tax:

23%

Employers’ Social Security Contributions:

On average 20.48%, depending on type of activity and accident insurance rate

Employees’ Contributions:

22.71%

Income Tax Rates:

Up to 30,000 PLN – 0

30,000 to 120,000 PLN – 12%

Over 120,000 PLN – 32%

Notice

The notice period for a short term contract depends on the probation period:

3 days if probation is 2 weeks or less,

1 week if probation is greater than 2 weeks and less than 3 months,

2 weeks if probation is 3 months.

Notice periods for fixed term and indefinite contracts depend on the length of employment:

2 weeks for less than 6 months’ employment,

1 month for more than 6 months and less than 3 years,

3 months for 3 years or longer.

Payment in lieu of notice is not permitted.

The employer may shorten 3 months’ notice (to no less than 1 month) in instances such as bankruptcy or liquidation. The employee still retains the right to compensation equal to the remuneration for the remaining part of the full notice period.

Terminations

Grounds must be identified which can be challenged in the Labour Court. The Labour court will determine the outcome (which could include nullifying the termination, reinstatement of employment, and additional settlements). This applies to indefinite and definite term contracts.

Severance Pay

Severance pay is payable for redundancy depending on the employee’s length of service; 1 month for less than 2 years’ service, 2 months for between 2 and 8 years of service and 3 months’ pay for over 8 years’ service. The terms of severance pay in case of termination should be stated in the contract.

During Probation

Termination during the probationary period attracts payment for the notice period only. The length of this period is determined by the terms of the contract and the length of the probationary period, but will be between three days and 2 weeks.

Annual Leave 2025

National Public Holidays: 11

New Year’s Day – 1st Jan

Day Given in Lieu: No

Epiphany – 6th Jan

Day Given in Lieu: No

Easter Monday – 21st April

Day Given in Lieu: NA

International Workers’ Day Labour Day / May Day – 1st May

Day Given in Lieu: No

Constitution Day – 3rd May

Day Given in Lieu: NA

Corpus Christi (Thursday after Trinity Sunday) – 19th June

Day Given in Lieu: NA

Assumption of the Virgin Mary – 15th Aug

Day Given in Lieu: No

All Saints Day – 1st Nov

Day Given in Lieu: No

Independence Day – 11th Nov

Day Given in Lieu: No

Christmas Day – 25th Dec

Day Given in Lieu: No

Boxing Day – 26th Dec

Day Given in Lieu: No

Holidays always falling at weekends are excluded.

Paid legal entitlement (working days)

Annual leave in Poland is dependent on tenure which includes all periods of employment (not just with the current employer) and further education and is 20 days for less than 10 years’ tenure, 26 for more than 10 years. This includes 4 days on demand sick days.

Carry over

Employers must allow carry over of unused holiday until September 30th of the following year, unless the employee could not take the holiday because of reasons such as illness or maternity leave in which case the employee can carry over unused leave for a further 3 years.

Payment in lieu allowed

Only on termination.

Sick

Up to 33 days’ certified sick leave are payable by the employer in addition to the sick days included in the leave entitlement. After 33 days, sick pay is covered by the Social Security Bureau. If an employee is over 50, only 14 days are paid by the employer and the 15th day onwards is paid by Social Security. Both are paid at 80%.

Maternity

Maternity leave is dependent on the number of children born. Leave is for 20 weeks for a single birth and up to 37 weeks for 5 infants born. A maximum of 6 weeks is to be taken before the birth.

All maternity, paternity and parental leave is at government expense. It is paid at 100% for the first 26 weeks and at 60% for the remaining weeks. It may also be paid at 80% for the whole period depending on the mothers’ decision regarding parental leave.

Paternity

2 weeks to be taken within 1 year, which may be taken in one or in two parts and is paid at 100% by Social Insurance.

Parental

41 weeks for one child, 43 for more which can be split between the parents, though 9 weeks of these weeks is due to each parent and this cannot be transferred between them. Employees using both maternity and parental leave receive 80% allowance for the entire leave. This leave can also be paid at 100% for 6 weeks and 60% for remaining weeks, or 80% for the whole period if a written request for such leave is submitted within 3 weeks of birth. Parental leave pay is funded by Social Security.

Carer

After 6 months’ service an employee can take a maximum of 36 months unpaid childcare leave which is available until the child is 6 years old. One parent can use a maximum of 35 months with 1 month reserved for the other parent.

An employee can take 5 days unpaid leave per calendar year to care for a relative within one degree of relationship (a spouse, parent or child). The leave can be applied for in writing (including electronically) a minimum of one day before it is required. The 5 days may be taken in parts.

Force Majeure In the case of urgent family matters, employees are entitled to 2 days or 16 hours per calendar year on half pay. An employer must grant this leave on request from the employee which can be submitted on the day the leave is required.

Other

Employees are entitled to 2 days leave for marriage, the birth of a grandchild and the death of a child or parent. They are also entitled to 1 day’s leave for a child’s wedding, death of a sister or brother, or sister or brother in-law.

Designated disabled people are entitled to an additional 10 days of annual leave.

Employees are entitled to unpaid leave for military service.

Employees raising a child under the age of 14 are entitled to an additional 2 days leave per year.

Medical

Most employers provide supplementary medical, but it is not common to extend this benefit to family members. Usual cover is only for outpatient appointments and tests and sometimes includes some dental services. Only enhanced cover will provide for hospitalisation, dental, optical, nursery, ambulance and rehabilitation. It is common for employees to fund cover for their dependents.

Life Insurance

It is common for employers to provide supplementary death in service benefits through a group life plan for multinationals; or for other companies through an industrial insurance plan (also known as family insurance). Typical amounts of cover for death benefit are 12 or 24 months salary, or more commonly a fixed amount of typically 500,000 PLN. The policy typically includes Total Permanent Disability

Pension

Employers have to offer employees the chance to join a supplementary pension scheme (PKK). Many employees opt out, but the average employer contribution is 2%.

Voluntary occupational pension schemes (in addition to the government mandated scheme) are not very popular as there are no tax benefits. However, if offered the employer must make contributions.

We make expansion in Poland simple

Employing people compliantly across international borders can be challenging but we make it simple, bringing down barriers and making light work of the complexities. We offer the full range of compliant global expansion solutions so that wherever, whenever and however you want to employ people, we can support you.

EOR Services

Payroll Solutions

Global Mobility

Entity Services

PEO Solutions

Support & Advisory

HR Support

Contractor Payroll

Pricing

EOR Services

Employ people compliantly in 180+ countries – without setting up new entities. We’ll shoulder responsibility as Employer of Record (EOR), making sure all your international employment is fully compliant.

We can also take care of your global HR from multi-country payroll to onboarding and offboarding.

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Payroll Solutions

Getting global payroll right is one of the hardest challenges for any business expanding into new countries. We can shoulder this burden, freeing up valuable in-house resource to focus on growing your business.

Consider us an extension of your HR team, ready to answer all your questions large and small.

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Global Mobility

Mobilise your people across borders with ease. Relocating to work abroad can feel daunting. But with Leap29 at your side, your employees can feel safe and supported.

We’ll guide your employees through the complexities of working in another country, helping them settle in fast.

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Entity Services

Follow the opportunities to grow your business – wherever they take you.
We lighten the load of establishing and managing foreign entities and can help you solve all your entity challenges from running compliant, accurate multi-country payroll to local accounting and financial reporting.

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PEO Solutions

Employ international talent wherever and whenever you need it – and enjoy the peace of mind of knowing you’re fully compliant. Our Professional Employer Organisation (PEO) services allow you to focus on growing your business while we handle compliance, multi-country payroll and your global HR.

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Support & Advisory

The help you need to make your global growth effortless – trusted guidance and advice on your expansion challenges large and small.

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HR Support

When you’re employing people in lots of different countries, answering just a simple query can take a disproportionate amount of time for your in-house HR team. Our HR Support service reduces this burden, saving you time and money and giving you the confidence of knowing your employees are well looked after, whatever their location.

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Contractor Payroll

Enjoy compliant contractor payroll that meets all local requirements for tax, social security and employment legislation. We understand the importance of compliant contractor payroll to the success of your business and will pay your contractors on time, every time.

Start hiring today – and onboard within hours.

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Pricing

Budget confidently with transparent, competitive fees and no hidden costs.

Want us to shoulder employer liability and take care of your global HR through our EOR solution? No problem. Just want global payroll? You can have that too. Pick the solutions that your individual business needs.

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We’re a people business with employee management software, not a software business that works in employee management!

At Leap29 we offer access to the latest technology and software to easily and effectively manage your employees from anywhere in the world.

Our bespoke online portal LeapForward helps ensure a smooth onboarding process, manages monthly payroll and easily facilitates additional bonuses and expenses. By streamlining your processes through our online portal, it will help you attract and retain great talent and take the pain out of payroll management.

Integrated fully with our global EOR services, LeapForward comes at no additional cost to you but is guaranteed to save you time and money whilst simplifying your employee management procedures.

Poland

Expansion Resources

Want to learn more about employment and expansion into Poland?

Check out our Poland resource pages below for more information about the employment market in Poland.

Our Recruitment Services

A global recruitment partner you can trust

We solve global recruitment challenges for businesses large and small. Whether you’re building out a new team, expanding into another country or looking for a confidential executive level hire, you can trust us to deliver.

Need 80 contractors in Brazil? Looking for just one very special permanent hire? Want us to take care of your global HR? It’s all in a day’s work at Leap29.

Whatever and wherever your mandate, we can help.

Contract Recruitment

Find the right contractor skills and experience at the right price.

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Permanent Recruitment

Connect with great permanent talent to drive your business forward. We help you find both key strategic hires to lead organisational growth and project specialists to deliver on deadlines and budgets.

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Workforce Management

Reduce the complexity of managing workers in different countries and save yourself time, energy and money.

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Local expertise, global reach

Employ people compliantly in 180+ countries – with or without your own foreign entities. We can help you set up and manage foreign entities – or act as an Employer of Record. We can also help with multi-country payroll and all your HR management. Wherever, whenever and however you want to employ people, we can help.