27.08.2025 HR

Employment contracts in Poland are governed primarily by the Polish Labor Code (Kodeks Pracy). These contracts establish the legal foundation of the relationship between employer and employee, outlining rights, duties, and protections. For both local and international businesses, understanding the different types of contracts and their implications is crucial to ensuring compliance and avoiding disputes.

Types of Employment Contracts in Poland

There are several forms of contracts available to employers, each suited to different circumstances:

• Contract for an indefinite period (umowa na czas nieokreślony) – the most protective and stable form, often considered the standard employment relationship.
• Fixed-term contract (umowa na czas określony) – allows flexibility for temporary or project-based work, but limited to 33 months and three renewals.
• Probationary contract (umowa na okres próbny) – up to 3 months, used to evaluate new employees before offering a longer agreement.

Essential Clauses in Polish Employment Contracts

Every employment contract in Poland must contain specific elements to be valid under the Labor Code. These include:

• Identification of the parties – full names and addresses of both employer and employee.
• Job title and description – specifying the role and main duties.
• Place of work – primary location, with the possibility to include remote or mobile arrangements.
• Date of commencement – when the employment begins.
• Salary and benefits – gross salary, frequency of payments, and any additional allowances.
• Working time – the standard schedule (e.g., full-time, part-time).
• Notice periods – determined by contract type and length of service.

Failure to include these clauses can lead to disputes or even render a contract invalid in the eyes of labor authorities.

Optional but Common Clauses

In addition to mandatory provisions, many employers include extra clauses to protect their interests and clarify expectations. Examples include:

• Confidentiality clauses – preventing disclosure of sensitive company information.
• Non-compete agreements – restricting employees from working for competitors during or after employment (subject to compensation rules).
• Probation extensions – specifying evaluation criteria during the trial period.
• Flexible work arrangements – outlining conditions for remote or hybrid work.
• Bonus and incentive schemes – explaining performance-based pay structures.

Termination Rules in Employment Contracts

Termination of employment in Poland is strictly regulated. The rules depend on the type of contract and the employee’s length of service. Termination may occur through:

• Mutual agreement – both sides agree to end the contract.
• Notice by either party – the most common form, requiring written notice.
• Immediate dismissal – allowed only in serious cases such as gross misconduct.

The notice periods are:

• 2 weeks for employees with less than 6 months of service.
• 1 month for those employed between 6 months and 3 years.
• 3 months for those employed longer than 3 years.

Employers must also provide valid reasons when terminating indefinite-term contracts.

Severance Pay and Employee Protections

Employees dismissed for reasons not attributable to them (such as restructuring or redundancy) may be entitled to severance pay, provided the employer has at least 20 staff. The amount depends on length of service:

• 1 month’s salary for under 2 years.
• 2 months’ salary for 2–8 years.
• 3 months’ salary for more than 8 years.

Additionally, certain groups enjoy special protection from dismissal, such as:

• Pregnant employees.
• Employees on parental leave.
• Trade union representatives.

Civil Law Contracts vs. Employment Contracts

In addition to standard employment contracts, Polish law also allows for civil law contracts, which are regulated by the Civil Code rather than the Labor Code. The two most common types are:

• Contract of mandate (umowa zlecenie) – often used for part-time or temporary services, subject to the minimum hourly wage.
• Contract for specific work (umowa o dzieło) – outcome-based, focused on delivering a defined result, and not subject to social security contributions in most cases.

These contracts offer more flexibility but do not provide the same level of protection as employment contracts. For example, workers on civil contracts do not automatically receive paid leave or notice periods. Employers must be careful not to misclassify employees as contractors, as the National Labour Inspectorate (Państwowa Inspekcja Pracy – PIP) may reclassify the relationship and impose penalties.

Key Differences Between Civil and Employment Contracts

Probationary Contracts in Poland

A probationary contract (umowa na okres próbny) is a popular way for employers in Poland to test a new hire before committing to a longer-term arrangement. The maximum probation period is 3 months, and the contract must specify its duration from the outset. During probation, the employee enjoys the same rights as regular staff, including paid leave and social insurance contributions.

The advantage for employers is flexibility—termination during probation comes with shorter notice periods:

• 3 working days if the contract is under 2 weeks.
• 1 week if the contract is between 2 weeks and 3 months.
• 2 weeks if the contract is the full 3 months.

This arrangement balances the need for employer security with employee protections.

Benefits and Risks of Probationary Contracts

While probationary contracts provide flexibility, they also carry risks if used incorrectly. Employers should avoid repeatedly rehiring the same employee under probationary contracts, as this may be challenged in court. Best practice is to use probation as a genuine trial period and follow with either a fixed-term or indefinite contract if the cooperation is successful.

Fixed-Term Contracts in Poland

A fixed-term contract (umowa na czas określony) allows employers to hire staff for a specific period or project. This type of contract is often used for seasonal work, covering temporary absences, or when employers are unsure about long-term staffing needs. Polish law limits fixed-term contracts to a maximum of 33 months and no more than three consecutive renewals. If these limits are exceeded, the contract automatically converts into an indefinite-term agreement.

This safeguard protects employees from being trapped in a cycle of temporary work without long-term security. Employers must also ensure that fixed-term employees receive the same benefits as indefinite employees, including paid leave, overtime pay, and social security contributions.

Advantages and Limitations of Fixed-Term Contracts

For employers, fixed-term contracts offer flexibility in workforce planning, but they also come with obligations. The main advantages include:

• Easier workforce scaling during busy seasons.
• Ability to cover maternity, parental, or sick leave.
• Lower initial commitment compared to indefinite contracts.

However, limitations exist:

• Automatic conversion into indefinite after 33 months or 3 renewals.
• Obligation to provide equal rights as permanent staff.
• Risk of disputes if fixed-term contracts are used improperly.

Indefinite-Term Contracts in Poland

An indefinite-term contract (umowa na czas nieokreślony) is the most stable and protective form of employment in Poland. It does not specify an end date and is considered the standard contract type under the Labor Code. Employees under indefinite contracts enjoy the highest level of protection, especially regarding termination. Employers must provide a valid reason for dismissal, follow proper notice periods, and in some cases, consult with trade unions.

This contract type is particularly attractive to employees, as it guarantees long-term job security, full labor rights, and stronger severance entitlements. For employers, it signals commitment but requires careful planning to avoid legal disputes during termination.

Key Features of Indefinite-Term Contracts

• No time limit – employment continues until terminated legally.
• Strong dismissal protection – valid cause required for termination.
• Notice periods linked to tenure – from 2 weeks up to 3 months.
• Entitlement to all benefits – annual leave, sick leave, parental leave, etc.
• Higher severance obligations – in cases of redundancy.

Part-Time and Flexible Work Contracts

Polish labor law allows employment on a part-time basis, giving flexibility to both employers and employees. Part-time contracts must clearly state the number of working hours per week or month, and the employee is entitled to the same protections as full-time staff, including proportional annual leave, sick pay, and social security contributions.

Employers may also agree with staff on flexible working arrangements, such as:

• Job sharing – two employees splitting the same role.
• Flexible daily schedules – varying start and end times within limits.
• Compressed workweeks – working longer hours over fewer days.

These arrangements are becoming increasingly popular in sectors like IT, customer service, and professional services, where work can be organized around projects rather than strict shifts.

Remote and Hybrid Work Contracts

Since 2023, Poland’s Labor Code officially regulates remote work. Employers can now include remote or hybrid arrangements directly in the employment contract. Obligations include:

• Providing necessary tools and equipment (e.g., laptop, software).
• Covering costs of internet and utilities linked to remote work.
• Ensuring compliance with health and safety standards at the home office.

Hybrid models, where employees divide time between home and office, are also widely used. These must be agreed in writing and may be combined with flexible schedules. Employers that support remote work often find it easier to attract talent, especially younger professionals seeking better work-life balance.

Special Protections in Employment Contracts

The Polish Labor Code grants enhanced protection to certain categories of employees. Employers must be especially careful when drafting, managing, or terminating contracts involving these groups:

• Pregnant employees – cannot be dismissed during pregnancy or maternity leave, except in cases of company liquidation.
• Employees on parental leave – are protected from termination during the entire leave period.
• Trade union representatives – require union consent for dismissal.
• Employees approaching retirement age – those within 4 years of reaching statutory retirement cannot be dismissed if this would prevent them from qualifying for a pension.

These protections ensure social security for vulnerable groups but also create additional obligations for employers.

Risks of Ignoring Special Protections

Employers who violate these protections may face:

• Immediate reinstatement orders by the labor court.
• Back payment of wages for the entire period of unlawful dismissal.
• Reputational damage, especially in industries under public scrutiny.

For foreign employers, missteps are common due to unfamiliarity with these rules. Many companies therefore partner with local HR advisors or an Employer of Record (EoR) such as Bizky, which ensures compliance while allowing managers to focus on day-to-day operations.