Publication date: 11.09.2025
Form of employment: employment contract and civil law contracts
Working in Poland can be based on an employment contract or civil law contracts (a contract of agency, a contract for work). An employment contract provides full protection under the Labor Code, including the right to vacation, social benefits, and protection in the event of dismissal. Full-time employment provides stability, regular pay, and a number of additional benefits, such as social and health insurance. Civil law contracts, on the other hand, are more flexible, but do not guarantee basic rights: they do not include vacation, paid sick leave, or protection against sudden dismissal. Therefore, for those seeking security and predictability, an employment contract is the most commonly chosen solution.
Working abroad and health insurance in Poland raises many questions, since health insurance contributions can only be paid in one country and depend on the actual place of work.
Vacation - amount, calculation procedure and compensation
Every full-time employee has the right to paid leave. The duration of the vacation depends on the length of service and is:
- 20 days per year for employees with less than 10 years of service,
26 days for employees with at least 10 years of service.
In case of dismissal, the employee is paid monetary compensation for unused vacation days. It is important to note that in Poland, work experience abroad can be counted towards vacation if this is provided for by the relevant international legislation or bilateral agreements. Vacation is intended to restore the employee, so the employer cannot refuse to provide it, but the date must be agreed upon by the parties. In practice, many companies make vacation plans in advance to ensure business continuity while allowing employees to exercise their rights freely.
Special vacations - leave to care for a loved one, force majeure, and leave for people with disabilities
For many people, the best job in Poland is one that combines a stable salary, opportunities for professional development, and work-life balance.
Polish law also provides for special vacations. These include:
- Leave to care for a loved one - 2 days to care for a loved one,
- Leave due to force majeure circumstances - 2 days in case of sudden unforeseen circumstances.
Additional days off for persons with confirmed disabilities.
Such decisions are designed to protect employees in difficult and unforeseen life situations. Also, new forms of flexible working hours are increasingly being introduced, allowing you to combine family and professional responsibilities.
Parental, maternity and childcare leave
One of the most important types of protection is parental leave. Employees are entitled to maternity leave (20 weeks), parental leave (2 weeks) and childcare leave, which can be used until the child reaches the age of six. In addition, there is parental leave, which can be taken by both parents together. Sick leave (the so-called L4) is also especially protected: a person on sick leave cannot take another job, as this threatens the loss of benefits. The topic of " sick leave in Poland and working abroad " raises many doubts, since a person on sick leave in Poland cannot engage in additional paid work abroad under the threat of losing benefits.
Termination of employment - notice period for dismissal and protection of rightsworker
The notice period for dismissal depends on the length of service and ranges from 2 weeks to 3 months. During this time, the employee retains all rights, including the ability to receiveReturn from vacation. Special protection applies to pregnant women, pre-retirement age individuals and employees on parental leave. Labor legislation explicitly states that dismissal in such cases is limited or impossible.
Does working abroad count towards vacation time in Poland ?
General rule: periods of work abroad can be added to your length of service, which determines the length of your vacation in Poland (20 or 26 days).
When possible:
- If you worked in an EU, EEA or Switzerland country, these periods are automatically recognized under EU law.
- If there is an international agreement between Poland and the country in question, the period of employment may also be included.
If you provide your employer with documents confirming employment (e.g. a certificate from your place of work, a certificate from a foreign employer).
When not: In situations where there is no legal basis (e.g. work in a non-EU country without an international agreement), the period of employment in Poland does not necessarily have to be recognized.
In case of violation of labor legislation, the employee can seek help from the National Labor Inspectorate, the labor court or professional organizations. It is important to collect documents: contracts, timesheets, work schedules and medical certificates. This evidence will allow you to effectively protect your rights.
The labor market often asks questions: what is the most profitable job in Poland, what is the best paid job in Poland, well-paid job in Poland and what is the best job in Poland. The answer depends on the industry, qualifications and region of the country. Online work in Poland is also becoming increasingly popular, offering flexibility and the ability to combine work and personal life. Moreover, with the development of new technologies, more and more people choose remote work in international companies, which expands opportunities for development and earnings. However, regardless of the form of employment, compliance with labor laws and knowledge of your rights are crucial, as they are the basis of the safety of each employee. Highly paid work in Poland usually combines high wages with opportunities for professional development and additional benefits offered by the employer.
Frequently asked questions
Question
How many days of annual leave are there in Poland?
Answer
An employee has the right to 20 days of vacation if his work experience is less than 10 years, and 26 days if his work experience exceeds 10 years. Your study time and even some periods of work abroad also count towards your work experience.
Question
What happens if I don't use all my vacation?
Answer
Unused vacation is carried over to the next year and must be used by 30 September of the following year. Upon termination of employment, the employee receives the monetary equivalent for unused vacation days.
Question
What is parental leave and leave due to force majeure?
Answer
Parental leave is 2 days per year to care for a loved one who requires constant support and assistance. Leave due to force majeure (for example,sudden illness of the child) is 2 days or 16 hours with half pay.
Question
What is the duration of parental leave and what has changed?
Answer
The duration of parental leave is a maximum of 41 weeks (for one child) and 43 weeks for multiple pregnancies. From 2023, part of this leave will be reserved exclusively for the father, which will promote an equal distribution of family care responsibilities.
Question
What are the notice periods for termination of an employment contract?
Answer
The notice period depends on the length of service with a particular employer: 2 weeks for less than 6 months of service, 1 month after six months, and 3 months after at least 3 years of service in accordance with the current Labor Code code.
Question
Where can I report a violation of labor law? rights?
Answer
Violations can be reported to the National Labor Inspectorate, trade unions, or directly to the labor court in Poland. Employees can also take advantage of free legal advice available in many cities and counties across the country.
