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Global Expansion Guide

Poland

Manage and pay your employees easily with BIPO in Poland and 170+ other markets. Build your international teams today with our global Employer of Record service!
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Currency

Polish Zloty (PLN)

employment guide_language

Language

Polish

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Capital

Warsaw

Employer of Record Poland

Employment Contract

Statutory Contributions

Minimum Wage

Public Holidays

Working Hours

Leave

Termination and Compensation

BIPO as your Employer of Record

Benefits of BIPO EOR Service in Poland

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Employer of Record Poland

Embark on your business expansion in Poland with BIPO’s Employer of Record (EOR) services. Designed to assist you in navigating the intricacies of local employment laws and regulations, we can help ensure a smooth transition for your business and workforce.

As an Employer of Record (EOR), we act as your legal employment entity, streamlining the process of business expansion. Allowing businesses to focus on their core business operations while the EOR manages all aspects of compliance, payroll, HR, and employee benefits when venturing into the Polish market. An EOR provider addresses the common challenges associated with local employment laws, payroll regulations, and work permit requirements.

This guide was last updated on 22 October 2025. Information is current as of this date and based on common business practices.

Employment Contract

Types of Labour Contracts

  • Probationary contract
  • Fixed-term contract
  • Permanent contract

Contents to be Included in a Labour Contract

  • Parties to the contract: Employer and employee.
  • Type of contract: Probationary, fixed-term, or permanent.
  • Signing date.
  • Working and remuneration conditions: Including job title/position, scope of duties, workplace, salary and its components, working hours (full-time or part-time), and start date of employment.
  • Additional information for fixed-term or part-time contracts: Term of the contract and specific working hours.

Written Form and Information Notification

  • Labour contracts must be in writing. If a contract is not concluded in writing, the employer must confirm its contents in writing before the employee begins work.
  • The employer must notify the employee in writing within seven days of commencement about key aspects, including daily/weekly working hours, frequency of remuneration payment, duration of annual leave, applicable notice period, and any relevant collective agreement.
  • Even if formal workplace rules are not required, the employer must inform employees in writing about night shift schedules, wage payment time and location, methods for recording attendance, and procedures for providing proof of absence.
  • The employer is also obliged to notify employees in writing regarding (1) changes in working conditions, (2) the application of a collective agreement to the labour relationship, and (3) any modifications to the collective agreement.

Statutory Contributions

Scope of Application: Employees in private enterprises.

Type of Social Insurance Employee Contribution Employer Contribution
Pension Insurance 9.76% 9.76%
Disability Insurance 6.50% 1.50%
Sickness Insurance – 2.45%
Accident Insurance 0.67%-3.33% (varies by industry and risk level; average rate is 1.67%) –
Labour Fund 2.45% –
Employee Security Benefit Fund 0.10% –

Minimum Wage

Effective Date: 1 January 2025

Minimum Wage: PNL 4,666 per month.

Public Holidays

The public holidays in Poland for 2025 are listed below. Please refer to official announcements from the Polish government for the latest updates.

Holiday Name Date
New Year’s Day 1 January 2025
Epiphany 6 January 2025
Easter 20 April 2025
Labour Day 1 May 2025
Constitution Day 3 May 2025
Pentecost 8 June 2025
Corpus Christi 19 June 2025
Assumption of the Virgin Mary 15 August 2025
All Saints’ Day 1 November 2025
Independence Day 11 November 2025
Christmas Day 25 December 2025
Second Day of Christmas 26 December 2025

Note: If a public holiday falls on a Sunday, no additional make-up holiday is granted. The usual rules for Sunday rest days or overtime pay will apply.

Working Hours

Normal Working Hours

Per DayPer Week
8 hours40 hours (based on a five-day working week)

Rest Time

Employees are entitled to a continuous rest period of at least 11 hours per day and 35 hours per week, which may be reduced to 24 hours under special circumstances.

Overtime Restrictions

Overtime shall not exceed 13 hours per day and an average of 48 hours per week. Overtime required by the employer for special operational needs shall not exceed 150 hours per year, unless otherwise agreed.

Overtime Compensation

  • Overtime worked during night shifts, on Sundays/public holidays, or on rescheduled rest days shall be compensated at an additional 100% of the regular remuneration.
  • Overtime worked on ordinary working days shall be compensated at an additional 50% of the regular remuneration.

Overtime Rescheduling

  • If requested in writing by the employee, overtime hours may be rescheduled on a one-to-one basis.
  • If rescheduled at the employer’s initiative, compensatory time off shall be 1.5 times the overtime hours.
  • For employees engaged in fixed field work, a fixed allowance may be provided in lieu of overtime pay.

Exemption from Overtime Compensation

None.

Leave

Annual Leave

  • Applicable Employer Type: Single employer.
  • Eligibility: Employees in their first year of employment are entitled to 1/12 of their total annual leave for each full month of service. From the second year onwards, annual leave is granted in full at the start of the year.

  • Duration:

    • 20 days for employees with less than 10 years of total work experience.
    • 26 days for employees with 10 years or more of total work experience./li>
  • Annual Leave Allowance: Employees receive their normal remuneration during annual leave. Fixed wages are paid based on the current month’s rate; variable income is calculated as the average of the three months preceding the leave. If remuneration fluctuates significantly, the reference period may be extended to 12 months.
  • Conversion of Unused Leave: Unused leave may be compensated in cash upon termination of the employment relationship. No cash compensation is permitted if both parties agree that the leave will be taken during the employee’s subsequent contract, provided the new contract is entered into immediately after the previous one ends.

Sick Leave

  • Eligibility: Applies when an employee is unable to work due to illness or isolation for infectious diseases.

  • Duration:

    • Up to 33 days per calendar year.
    • For employees aged 50 or older (or turning 50 in that year), the maximum is 14 days, paid at 80% of remuneration.
    • In cases of commuting accidents, illness during pregnancy, or medical procedures related to the donation of cells, tissues, or organs, remuneration is paid at 100%.

  • Long-term Sick Leave: If illness exceeds the above limits, the employee is entitled to a sickness allowance financed by the Social Security Administration (ZUS).

    • Maximum duration: 182 days (270 days for tuberculosis or during pregnancy).
    • Benefit level: Generally equal to sick leave wages. If hospitalised, the employee receives 80% of salary.

Maternity Leave

  • Eligibility: Applies to all employees who give birth, regardless of contract type.

  • Duration:

    • 20 weeks for the birth of one child.
    • 31 weeks for two children.
    • 33 weeks for three children.
    • 35 weeks for four children.
    • 37 weeks for five or more children.
  • Allowance: 100% of the allowance based on the relevant remuneration standard.

Other Leave Types

Parental Leave

  • Employees who are parents are entitled to parental leave to care for a child:

    • 41 weeks for the birth of one child.
    • 43 weeks for multiple births.

  • For parents of a child holding the certificate specified in Article 4(3) of the Act of 4 November 2016 on support for pregnant women and families “For Life”:

    • 65 weeks for one child.
    • 67 weeks for multiple births.
  • The above leave is shared between both parents.
  • Each parent has a non-transferable entitlement to 9 weeks of parental leave.
  • Both parents may take parental leave simultaneously, but the total combined leave must not exceed the allowable amount.
  • Allowance during parental leave is 70% of the allowance base. If the employee applies within 21 days after childbirth for combined maternity and parental leave, the monthly allowance will be 81.5% of the allowance base.

Care Leave

Up to 5 days when a family member (spouse, parent, child) or cohabitant requires care due to serious health conditions.

Training Leave

6–21 days of paid leave, depending on the nature of the vocational training undertaken at the employer’s initiative or with their consent.

Special Leave

  • Government or authority summons: Paid leave for the required duration.
  • Blood donation: Paid leave for the duration specified by the blood donation institution.
  • Marriage, birth, or bereavement (immediate family): 2 days of paid leave.
  • Marriage of child, or bereavement of sibling, parent-in-law, grandparent, or dependants: 1 day of paid leave.
  • Employees caring for at least one child under 14: 16 hours or 2 days of paid leave.

Force Majeure Leave

16 hours or 2 days of leave for urgent family matters (e.g., illness or accident), paid at 50% of salary.

Unpaid Leave

Must be applied for in writing by the employee. During unpaid leave, both parties’ rights and obligations under the employment relationship are suspended.

Termination and Compensation

Notice Period

For fixed-term and open-ended contracts:

Length of Service Notice Period
< 6 months 2 weeks
≥ 6 months and < 3 years 1 month
≥ 3 years 3 months

For resignation during the probationary period:

Length of Probationary Period Notice Period
≤ 2 weeks 3 working days
> 2 weeks and < 3 months 1 week
= 3 months 2 weeks

Severance Pay

  • This method of terminating an employment contract is governed by the Act of 13 March 2003 on special rules regarding termination of employment for reasons not attributable to employees. It applies when the grounds for termination do not relate to the employee, including circumstances independent of the employer, such as:

    • Bankruptcy or liquidation of the employer
    • Economic, organisational, or workforce reduction reasons
  • The Act applies to employers with at least 20 employees. Employers with fewer than 20 employees may dismiss employees under general provisions.
  • Employers who meet these conditions are obliged to pay severance pay, calculated based on the employee’s length of service, with a maximum of 15 times the minimum wage at the date of termination.
Length of Service Compensation
< 2 years 1 month’s salary
2-8 years 2 months’ salary
> 8 years 3 months’ salary

BIPO as your Employer of Record

BIPO’s total HR solutions include our award-winning HR Management System, Global Payroll Outsourcing, Employer of Record service, and Athena BI.

As your EOR partner, our services are designed to provide a comprehensive, hassle-free experience:

  • Initial Consultation:
    The journey typically begins with an in-depth discussion to understand your specific business needs, ensuring our EOR services perfectly align with your objectives.
  • Payroll Management:
    We offer a streamlined payroll system that ensures timely and accurate salary disbursement, complete with statutory deductions and contributions in full compliance with Polish regulations.
  • Contributions and Taxes:
    Our expertise in managing local social security requirements ensures your business complies with in-country financial obligations.
  • Compliance with Minimum Wage and Working Hours:
    We guarantee that your employment practices adhere to Poland’s minimum wage and working hours standards, safeguarding your business against potential legal issues.
  • Leave and Paid Time Off Management:
    Implement and manage leave policies that comply with Poland’s laws, ensuring a fair and transparent leave management system for your employees.
  • Regulatory Compliance:
    Stay ahead of local labour laws and regulations with our up-to-date compliance services, minimising legal risks for your business.
  • Other services:
    Work visa, permit applications, termination procedures.

Services may vary across countries.

Benefits of BIPO Employer of Record Service in Poland

Unlock your growth potential with BIPO’s Employer of Record service in Poland. Our EOR service empowers businesses with seamless scalability while ensuring regulatory compliance. From smooth onboarding to risk mitigation, BIPO handles the administrative HR tasks, enabling companies to concentrate on core business functions and accelerating growth. Our local expertise and global reach ensure efficient operations, enhancing flexibility and reducing operational complexities.

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Frequently Asked Questions

An Employer of Record (EOR) is a partner company that acts as the official employer for your employees.

An EOR company handles all the HR aspects and processes, including the legal complexities associated with regulatory and tax compliance.

As your EOR, BIPO supports your organisation by providing a comprehensive range of HR, payroll and advisory services to ensure your business stays compliant. These include end-to-end on/offboarding services for your employees (e.g.: payroll processing, HR and benefits administration, labour contracts, visa applications, payroll/tax compliance, and more).

By engaging BIPO as your EOR, your business benefits from:

  • Compliance in the global markets where you operate
  • Reduced costs and risk mitigation
  • Overall workforce productivity, effectiveness, and efficiencies

A global EOR benefits organisations regardless of size or industry. It is especially useful for organisations that want to:

  • Scale their global business and be fully operational in foreign markets quickly
  • Reduce financial and HR complexities while expanding internationally
  • Minimise time spent trying to understand local labour laws and foreign tax systems
  • Stay compliant across global markets while reducing HR and administrative workflows
  • Benefit from a centralised and intuitive cloud HR platform to manage international teams

A global EOR enables businesses to fast-track their market entry into international market, and reduce the complexities of setting up multiple foreign entities.

When you partner with BIPO, we take on the the day-to-day administrative tasks, while you maintain full control of the business and delegate HR workflows and hiring needs.

Our vast network of business partners across 170+ markets globally supports your business expansion plans, with in-country HR experts providing localised support. Going global has never been easier!

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