28.08.2025 HR

Poland offers generous maternity leave provisions designed to protect working mothers and support family life. The rules are primarily regulated by the Polish Labor Code and apply to all women employed under employment contracts. Employers are required to respect these entitlements, ensure proper documentation, and manage payroll adjustments during maternity leave.

For foreign employers and international companies operating in Poland, understanding maternity leave rules is crucial. Not only does it guarantee compliance, but it also supports employer branding by demonstrating commitment to employee well-being.

Duration of Maternity Leave in Poland

Maternity leave in Poland depends on the number of children born during a single delivery:

• 20 weeks – for the birth of one child.
• 31 weeks – for twins.
• 33 weeks – for triplets.
• 35 weeks – for quadruplets.
• 37 weeks – for five or more children.

At least 14 weeks must be taken after childbirth, while up to 6 weeks can be taken before the due date.

Payment During Maternity Leave

During maternity leave in Poland, employees are entitled to maternity allowance (zasiłek macierzyński), which replaces their salary. This benefit is financed through the Social Insurance Institution (ZUS), not directly by the employer.

Key rules in 2025:

• 100% of average salary for the initial 20 weeks of maternity leave if only maternity leave is taken.
• 81.5% of average salary if the employee declares upfront that she will take the entire maternity + parental leave period in one block.
• 100% for maternity leave, then 60% for parental leave if no upfront declaration is made.

The calculation is based on the average monthly salary from the last 12 months before leave. Employers are responsible for submitting correct documents to ZUS to ensure timely payments.

Employer Responsibilities During Maternity Leave

Employers in Poland must carefully manage administrative and legal responsibilities when an employee takes maternity leave:

• Maintain the employment relationship – termination of a contract during maternity leave is generally prohibited.
• File ZUS paperwork – submit forms confirming the leave start and salary base for benefits.
• Keep employee records updated – leave must be properly recorded in HR files.
• Ensure job security – upon return, the employee must be reinstated in the same or equivalent position.
• Communicate with the employee – employers should keep open channels about return-to-work options.

Failure to meet these obligations can result in labor inspections, fines, and legal disputes.

Parental Leave After Maternity Leave

After maternity leave, parents in Poland may take advantage of parental leave (urlop rodzicielski), which significantly extends the time they can spend with their child while remaining employed.

Key features:

• 41 weeks – for the birth of one child.
• 43 weeks – for the birth of two or more children.
• Can be taken immediately after maternity leave or divided into up to 5 parts.
• Leave may be shared between both parents, provided the total duration is not exceeded.
• Both parents can take parental leave at the same time, but the total combined duration cannot exceed the statutory limit.

This flexible system allows families to decide how to balance work and childcare responsibilities, with the employer obligated to approve parental leave requests.

Protection of Employees During Maternity Leave

Polish law provides strong protection for employees during maternity and parental leave. Employers are not allowed to:

• Terminate employment during maternity or parental leave, except in cases of bankruptcy or company closure.
• Discriminate against employees taking leave when it comes to promotions, training, or pay rises.
• Deny reinstatement after the leave—employees must return to their previous role or an equivalent one.
• Reduce benefits such as seniority-based entitlements or length-of-service bonuses.

These protections strengthen employee security and ensure that maternity leave does not negatively impact career progression.

Flexible Work Options After Maternity Leave

Polish law also allows parents returning from maternity or parental leave to request flexible working arrangements. This is designed to help employees balance childcare responsibilities with their professional duties.

Options include:

• Part-time employment – employees may request reduced working hours, with proportional pay and benefits.
• Remote or hybrid work – subject to agreement with the employer and depending on the role.
• Flexible schedules – staggered start and finish times, if operationally possible.
• Unpaid childcare leave (urlop wychowawczy) – up to 36 months, which can be taken until the child turns 6.

Employers are generally required to consider such requests in good faith. Refusing flexibility without objective justification may expose employers to claims of discrimination or unequal treatment.

Documentation and Administrative Procedures

Employers must manage maternity and parental leave requests in compliance with strict documentation rules. Required steps include:

• Receiving a medical certificate confirming the pregnancy and due date (before leave).
• Accepting a written request from the employee for maternity or parental leave.
• Submitting ZUS forms (Z-3) with salary data to calculate maternity allowance.
• Recording leave periods in the employee’s personnel file.
• Issuing any required updates to payroll and benefits administration systems.

Failure to process documents properly can result in delayed payments from ZUS and employee complaints.

Employer Best Practices for Supporting Parents

While Polish law strictly defines maternity and parental leave entitlements, employers who go beyond minimum requirements often build stronger loyalty and improve retention. Best practices include:

• Clear communication – provide employees with written guides on maternity, parental, and childcare leave options.
• HR support – assign a dedicated HR contact to guide employees through ZUS paperwork and company procedures.
• Additional benefits – some employers offer top-ups to ZUS allowances, childcare vouchers, or private healthcare.
• Smooth reintegration programs – training and onboarding for employees returning after long leave.
• Encouraging fathers – supporting paternal leave helps balance responsibilities and reduces gender disparities.
• Maintaining contact during leave – newsletters or informal updates help employees stay connected without pressure.

Employers who implement these practices not only remain compliant but also enhance employer branding and strengthen their reputation as family-friendly workplaces.

Future Outlook: Parental Rights in Poland

Poland continues to align its labor laws with EU directives, which means maternity and parental rights are expected to expand further in the coming years. Potential changes include:

• Extended leave entitlements – gradual increases in parental leave duration.
• More flexibility – greater access to part-time and hybrid models for returning parents.
• Gender balance initiatives – stronger incentives for fathers to take parental leave.
• Digital administration – further simplification of ZUS applications and e-documents.
• Integration with EU standards – harmonization of benefits across member states to support cross-border workers.

Employers should prepare for these developments by monitoring legal updates and adapting HR policies proactively.

Challenges for Employers

Although maternity leave is designed to protect employees, it can also create operational and financial challenges for businesses:

• Workforce planning – long absences require temporary replacements or workload redistribution.
• Recruitment costs – hiring temporary staff increases HR and training expenses.
• Knowledge gaps – employees on extended leave may delay projects if no succession planning exists.
• Payroll administration – managing ZUS filings, benefit calculations, and HR records requires accuracy and time.
• Return-to-work transitions – balancing the reintegration of returning parents with ongoing operations can be complex.

Employers must plan ahead by establishing succession strategies, cross-training staff, and maintaining transparent communication.

Maternity Leave Costs for Businesses

While maternity allowance is covered by ZUS, employers still face indirect costs, such as:

• Administrative workload – HR staff spend time on documentation and reporting.
• Temporary staffing – recruiting and onboarding short-term employees.
• Reduced productivity – teams may operate below capacity if replacements lack experience.
• Benefit continuation – some companies choose to maintain perks like health insurance during leave.
• Training costs – reintegration often requires refresher training for returning employees.

Case Studies: Employer Approaches

• Large multinational in Warsaw – created a structured “return-to-work program” with flexible hours and mentoring, which reduced turnover after maternity leave.
• SME in Kraków – outsourced payroll and HR documentation to a local provider, lowering the administrative burden of maternity leave.
• Tech startup in Wrocław – implemented remote-friendly policies, allowing new mothers to gradually return while maintaining flexibility.
• Retail chain – cross-trained employees so that workloads could be covered smoothly during long absences.

These examples show that maternity leave, when managed proactively, can be integrated into company strategy without major disruption.

Employer Branding and Family-Friendly Policies

In Poland’s competitive job market, employers who support parents beyond the legal minimum often gain a reputation as family-friendly companies. This has direct benefits:

• Higher employee retention.
• Stronger talent attraction.
• Better morale among staff.
• Positive media and community image.

Examples of extra initiatives include:

• Extended paid leave beyond statutory requirements.
• On-site or subsidized childcare.
• Coaching and mental health support for parents.
• Flexible “return-to-work” schedules.

Such measures strengthen employer branding and can offset the challenges associated with maternity leave.

Maternity Leave in Poland vs Other EU Countries

Poland offers one of the more generous maternity leave systems in the European Union, but there are important differences across member states. Employers operating internationally should be aware of these variations.

• Poland – 20 to 37 weeks of maternity leave, depending on the number of children; strong job protection and benefits covered by ZUS.
• Germany – 14 weeks of maternity leave, fully paid, followed by up to three years of parental leave (mostly unpaid but with job protection).
• France – 16 weeks for the first child, increasing with additional children; benefit rates depend on prior earnings.
• Spain – 16 weeks of maternity leave, with full salary replacement through social security.
• Sweden – no separate “maternity leave,” but parents share up to 480 days of parental leave, with income-related benefits.

This comparison highlights that Poland sits above the EU average in terms of maternity leave duration, making it a strong support system for employees while requiring careful planning from employers.

Future of Family Policies in Poland

Looking ahead, Poland is expected to continue strengthening its family support framework in line with EU directives and demographic needs. With declining birth rates and a growing emphasis on work-life balance, future reforms may include:

• Longer paid parental leave to encourage both parents to share responsibilities.
• More flexible childcare solutions supported by employers and the state.
• Incentives for fathers to take parental leave, promoting gender equality.
• Greater digitalization of leave administration for faster, paperless ZUS filings.
• Integration of childcare benefits with tax policy to ease financial pressure on families.

For employers, this means maternity and parental leave will remain a key compliance area and a central factor in employer branding. Companies that prepare early and adopt family-friendly policies will be better positioned to attract and retain skilled talent in Poland’s competitive labor market.