28.08.2025 HR

Understanding working hours in Poland is essential for both employers and employees, especially when hiring internationally or expanding business operations. Poland follows the European Union’s labor directives, but also applies specific national regulations that shape how companies must manage schedules, overtime, and rest periods. For businesses entering the Polish market, knowing these rules is not only a matter of compliance but also of building a healthy and productive workforce.

The standard working hours in Poland are defined by the Polish Labour Code, which establishes a typical full-time workload of 40 hours per week, usually distributed as 8 hours per day over five days. However, flexible arrangements are possible, provided they respect employee rights and maximum limits. Employers must balance legal requirements with operational needs, and foreign companies often rely on Employer of Record (EOR) solutions to help navigate these rules without setting up a local entity.

📊 Table: Standard Working Hours in Poland

Employer Considerations

Managing working hours is not just about compliance—it directly impacts productivity, employee satisfaction, and retention. Employers must balance business needs with employee rights, especially when applying alternative schedules. Many foreign businesses expanding into Poland rely on Employer of Record (EOR) solutions, such as Bizky, to handle these obligations smoothly without establishing a local legal entity. This ensures compliance with Polish labor law while giving companies flexibility in workforce management.

Alternative Working Time Systems

Polish labor law acknowledges that not every sector can function within the strict framework of eight hours per day. For this reason, the Labour Code allows for alternative working time systems that provide flexibility while maintaining legal compliance. Employers may implement systems such as equivalent working time, task-based schedules, or weekend work arrangements. These options are particularly useful in industries with fluctuating demand, such as tourism, agriculture, or logistics, where workloads vary seasonally.

Overtime Regulations

Overtime is permitted in Poland but subject to strict limits. Employers may request overtime in exceptional situations, such as urgent company needs or emergencies. The annual cap is generally 150 hours, but this limit can be extended by collective agreements or internal workplace policies. Compensation for overtime must be provided either through increased pay—commonly 150% on weekdays and 200% on Sundays or holidays—or by granting time off in lieu. This ensures employees are fairly rewarded for their additional efforts.

📊 Table: Types of Working Time Systems in Poland

Night Work Regulations

Employees in Poland who perform their duties at night are subject to additional protections. Night work is defined as work performed between 9:00 p.m. and 7:00 a.m. During this time, employees are entitled to extra pay, which cannot be lower than 20% of the hourly rate resulting from the minimum wage. Employers must also ensure that night workers undergo medical examinations and are not exposed to excessive risks. These rules help safeguard the health and well-being of employees whose schedules differ from the standard daytime model.

Rest Periods and Breaks

The Labour Code also outlines strict rules regarding daily and weekly rest periods. Every employee must receive at least 11 consecutive hours of rest within each 24-hour period, as well as a minimum of 35 consecutive hours of rest per week. Additionally, if the working day exceeds six hours, employees are entitled to at least one 15-minute paid break. These provisions are designed to ensure work-life balance and prevent exhaustion, which benefits both employees and employers in the long term.

📊 Table: Rest and Night Work Rules in Poland

Flexible Scheduling Options

Polish regulations give employers some room to design flexible schedules that still comply with the Labour Code. For instance, companies can introduce individual working time arrangements, where employees agree on varied start and finish times as long as the average weekly limit is maintained. Flexible hours are particularly attractive in modern industries like IT, shared services, and startups, where productivity is not tied strictly to traditional office hours. Employers benefit from higher employee satisfaction and reduced absenteeism, while workers gain greater control over their time.

Reference Periods for Working Hours

The Labour Code also introduces the concept of a reference period, which allows employers to average out working hours across a longer timeframe. The standard reference period in Poland is up to four months, though in certain industries it can extend to 12 months. This system is useful for businesses with seasonal peaks and troughs, as it enables them to schedule longer shifts during busy times while balancing them with shorter hours later. It helps maintain compliance with the 40-hour weekly average without overburdening employees.

📊 Table: Flexible Scheduling and Reference Periods

Maximum Working Hours

In Poland, the law establishes clear boundaries on the maximum number of working hours to protect employees from excessive workloads. The general rule is that the average weekly working time, including overtime, cannot exceed 48 hours during the reference period. This limit aligns with the EU Working Time Directive and ensures that even in peak business periods, employees are not consistently overworked. Employers must carefully track both standard hours and overtime to avoid non-compliance.

Key points for employers:

• Weekly average: max 48 hours including overtime
• Based on reference period, not just one week
• Breaching the limit can result in labour inspections and fines

Record-Keeping Obligations

Employers are legally required to maintain accurate records of employees’ working hours. These records must include not only standard shifts but also overtime, night work, and any time off. Proper documentation is essential for proving compliance during inspections by the National Labour Inspectorate (PIP). Inaccurate or missing records can lead to penalties, reputational damage, and employee disputes. Many international companies operating in Poland use Employer of Record (EOR) providers to simplify compliance with these administrative requirements.

📊 Table: Maximum Hours and Record-Keeping in Poland

Part-Time Employment Rules

Not every employee in Poland works full-time. The Labour Code also regulates part-time employment, ensuring that part-time workers enjoy the same rights and protections as full-time employees. Their working hours are proportionally reduced, but they are still entitled to paid leave, social security contributions, and overtime pay if they exceed their agreed schedule. Employers benefit from flexibility, while workers gain opportunities for employment that fits their personal circumstances.

Key aspects of part-time employment:

• Equal treatment – no discrimination compared to full-time staff
• Proportional benefits – leave, pay, and contributions adjusted by hours
• Overtime protection – extra pay if schedule exceeds agreed limit

On-Call and Standby Work

In some industries, employees may be required to remain on-call or in standby mode, ready to work if needed. While not always considered active working time, Polish law requires that any hours actually spent working during this period be fully compensated. If standby time significantly restricts personal freedom, courts may classify it as working time, leading to additional obligations for the employer. Clear agreements and transparent policies are therefore critical to avoid disputes.

📊 Table: Part-Time and On-Call Work in Poland

Sunday and Holiday Work

In Poland, Sunday and public holidays are generally considered non-working days to protect family life and cultural traditions. However, exceptions apply to industries where continuous service is necessary, such as healthcare, hospitality, or transport. When employees are required to work on these days, they are entitled to either a replacement day off or double pay, depending on the arrangement. Employers must carefully manage schedules to ensure they respect both legal obligations and employee well-being.

Key considerations:

• Work on Sundays/holidays allowed only in specific industries
• Compensation required – either time off or premium pay
• Failure to comply may result in labour fines and employee claims

Remote Work and Working Hours

With the growing popularity of remote work in Poland, regulating working hours has become increasingly important. Even when employees work from home, the same rules regarding maximum hours, rest periods, and overtime still apply. Employers must implement systems to monitor working time without violating employee privacy. Remote work arrangements should clearly define availability, reporting, and overtime rules. Partnering with an Employer of Record can help companies set up compliant frameworks when managing distributed teams.

📊 Table: Sunday/Holiday and Remote Work Rules in Poland

Young Workers and Working Time

Polish labor law sets additional protections for young workers under the age of 18. Their working hours are limited to prevent excessive strain and ensure time for education. For minors, the maximum working time is 6 hours per day if they are under 16, and 8 hours per day for those aged 16–18. They are also entitled to longer breaks and cannot be employed in hazardous conditions. Employers hiring young staff must comply strictly with these rules to avoid legal consequences.

Key rules for young workers:

• Under 16 years old – max 6 hours per day
• 16–18 years old – max 8 hours per day
• Mandatory breaks – at least 30 minutes if shift exceeds 4.5 hours
• No night work – young workers cannot be scheduled between 10:00 p.m. and 6:00 a.m.

Women and Special Protections

Polish law also grants specific protections to pregnant women and breastfeeding mothers. They cannot be required to work overtime, at night, or in hazardous conditions. Employers must adapt schedules to their needs, and in some cases provide alternative tasks if standard duties pose risks. These rules reflect Poland’s strong emphasis on workplace safety and family rights, ensuring that vulnerable groups are not disadvantaged in employment.

📊 Table: Working Time Rules for Young Workers and Women