Leave Policy

Poland has a well-developed system of employee leave entitlements that provides workers with various types of paid and unpaid leave, ensuring that employees can manage their personal and professional lives while maintaining job security. The Polish Labor Code regulates the most important leave entitlements, such as annual leave, sick leave, maternity and paternity leave, as well as special leaves for family emergencies and educational purposes.

Employees in Poland are entitled to a generous amount of paid time off, including public holidays (known as bank holidays), annual leave, and various types of paid leave for specific life events. Additionally, employees can request unpaid leave for personal or professional reasons, providing further flexibility. This comprehensive system of leave entitlements not only supports work-life balance but also helps promote a healthy and productive working environment.

In this article, we explore the key types of leave in Poland, including public holidays, medical leave, maternity and paternity leave, other paid leaves, annual leave accrual, and unpaid leave, providing a thorough understanding of employees’ rights and employer responsibilities under Polish labor law.

In Poland, employees are entitled to time off on a number of Public national holidays (referred to as bank holidays), which are observed nationwide. These holidays are enshrined in the Polish Labor Code, and employers are required to provide their staff with paid leave on these days. There are currently 13 public holidays, which include both religious and national celebrations. Among the most important are New Year’s Day (January 1), Easter Sunday and Monday, Labour Day (May 1), Independence Day (November 11), and Christmas (December 25 and 26).

If a public holiday falls on a weekend, Polish labor law does not require employers to provide an additional day off during the workweek, except when the holiday coincides with a Saturday. In such cases, employees are entitled to an extra day of leave at another time. Polish law strictly prohibits requiring employees to work on public holidays, except in specific industries such as healthcare, public safety, and transport, where continuous operation is necessary. For those who are required to work on a public holiday, employers must compensate by providing additional paid time off or overtime pay at a higher rate.

Bank holidays in Poland offer employees a much-needed break and contribute to maintaining a healthy work-life balance. These official days off also serve as important cultural and social milestones, with many families and communities gathering to celebrate together.

In Poland, employees are entitled to sick leave if they are unable to work due to illness or injury. The Polish Labor Code ensures that workers are protected during periods of illness by guaranteeing compensation during their absence. Employees are eligible for up to 33 days of paid medical leave in a calendar year, with their employer covering 80% of their regular salary during this period. For employees aged 50 and older, employers are responsible for the first 14 days of sick leave, after which the Social Insurance Institution (ZUS) takes over payments.

If the illness extends beyond 33 days, the ZUS assumes responsibility for compensating the employee, providing medical benefits for up to 182 days. These benefits are typically set at 80% of the employee’s standard salary, although this can increase to 100% in cases of workplace injury, pregnancy-related illness, or for employees undergoing necessary medical examinations for organ donations.

To claim medical leave, employees must obtain a medical certificate confirming their inability to work, which is then submitted to both the employer and ZUS. The system is designed to support employees during periods of illness, ensuring they receive financial protection while recovering. This approach not only safeguards employees’ well-being but also promotes a stable and supportive work environment.

Poland offers robust protections for new mothers through its maternity leave policies, which ensure that women can take time off to care for their newborns while maintaining financial stability. Female employees are entitled to 20 weeks of paid maternity leave for the birth of one child, and this can increase to 31 weeks for twins, and up to 37 weeks for five or more children. During this period, mothers receive financial support from the Social Insurance Institution (ZUS), typically at 100% of their regular salary for the first 20 weeks.

Mothers also benefit from breastfeeding breaks, a unique aspect of Polish labor law. Women who return to work while breastfeeding are entitled to two 30-minute breaks per day. If a mother has more than one child, this break can be extended to two 45-minute intervals. These breaks are paid and can either be taken separately or combined, depending on the mother’s preference and the employer’s agreement. This policy ensures that mothers have adequate time to care for their child’s needs during working hours.

In addition to maternity leave, paternity leave is available for fathers, granting them the right to take up to 2 weeks of paid leave. This leave can be taken within the first 12 months of the child’s birth, offering fathers a chance to support their partners and bond with their newborns. Paternity leave is paid at 100% of the father’s salary, ensuring financial stability during this important time.

Following maternity leave, parents in Poland are eligible for parental leave (urlop rodzicielski), which allows both parents to share an additional 32 weeks of leave, or 34 weeks in the case of multiple births. This leave can be taken in segments or consecutively by both parents, offering flexibility in managing childcare. During parental leave, parents receive 60% of their salary. This system encourages shared responsibility in childcare and provides families with the opportunity to balance work and family life, ensuring that both parents can take an active role in raising their children.

In addition to maternity, paternity, and parental leave, Polish labor law provides employees with several other types of paid leave to accommodate various personal and family situations. These additional leave options ensure that employees can manage personal responsibilities without jeopardizing their job or financial security.

Employees who care for a disabled child under the age of 18 are entitled to up to 16 hours or two days of paid leave each year. This leave allows parents or guardians to attend to the needs of their disabled child, whether for medical appointments, therapy sessions, or other necessary care. This benefit ensures that parents can balance their work and caregiving responsibilities without financial strain.

Special event leave is granted to employees for significant life events. Employees are entitled to 2 days of paid leave for their wedding, the birth of a child, or the death of a close family member, such as a spouse, parent, or child. Additionally, employees can take 1 day of paid leave for the wedding of their child or the funeral of a distant relative, ensuring they have the necessary time to attend important family milestones or provide support during difficult times.

Study leave is available for employees who are pursuing further education or professional qualifications. In Poland, employees may request paid leave for examinations or to attend classes as part of a work-related course of study. The number of days granted depends on the nature of the study and its relevance to the employee’s job. Employers often encourage education by granting this leave, as it contributes to the employee’s professional development and overall productivity.

Caretaking leave is another essential type of leave in Poland, designed to allow employees to care for a sick child or family member. Employees with children under the age of 14 are entitled to 60 days of paid caretaking leave per year, which can be used if the child is ill or requires urgent attention. Additionally, workers are entitled to 14 days of paid leave per year to care for an ill spouse, parent, or other family member. This type of leave is crucial for maintaining the health and well-being of the employee’s family.

Lastly, Poland introduced a Force Majeure leave in compliance with EU directives. This allows employees to take 2 days or 16 hours of paid leave per year in the event of unforeseen emergencies, such as accidents, sudden illness of a family member, or other unpredictable circumstances that require immediate attention. This type of leave is partially paid, offering 50% of the regular wage, and provides employees with flexibility to address urgent personal matters without fear of financial loss.

In Poland, employees are entitled to paid annual leave, which is a fundamental right regulated by the Polish Labor Code. The length of annual leave depends on the employee’s total work experience and is accrued progressively throughout the employment period. Employees with less than 10 years of work experience are entitled to 20 days of annual leave per year, while those with 10 or more years of work experience are entitled to 26 days.

Work experience includes not only time spent in current employment but also time from previous jobs and periods of education, which can reduce the length of time required to qualify for the 26-day entitlement. For example, completing higher education can add up to 8 years of recognized experience, fast-tracking eligibility for the longer leave period.

Employees accrue leave proportionally throughout the year, which means that they earn part of their leave entitlement each month. Employers are required to keep accurate records of leave accrual and usage to ensure compliance with the law. Additionally, unused leave must be carried over to the next calendar year but should be taken by the end of September to avoid lapsing, except in special circumstances where it may be extended.

This statutory entitlement helps employees maintain a work-life balance, ensuring rest and recuperation. Many employers also offer additional leave or benefits, such as flexible working hours or paid time off, as part of a competitive compensation package.

In Poland, employees also have the right to request unpaid leave for various personal or professional reasons. Unpaid leave is not deducted from the employee’s annual paid leave entitlement and is generally granted at the discretion of the employer, unless specific laws or circumstances apply. Unlike paid leave, the duration of unpaid leave is typically agreed upon between the employer and the employee, and during this period, the employee does not receive salary or other benefits.

Unpaid leave can be used for various purposes, such as further education, family responsibilities, or extended travel. In some cases, it may be requested for professional reasons, such as pursuing a side project or participating in activities that support career development. However, while on unpaid leave, employees do not accrue paid leave entitlement, nor are they covered by the employer’s social security or health insurance contributions.

Polish labor law also stipulates that certain types of unpaid leave, such as parental leave, are available to employees under specific conditions. For example, parental leave can be taken by both parents to care for a child after maternity or paternity leave. In these cases, although the leave is unpaid, the employee’s position is protected, and they are entitled to return to their job after the leave period.

Unpaid leave offers flexibility for employees to take time off when necessary while maintaining their employment status. It provides a solution for balancing work commitments with personal needs, though both parties must agree on the terms and duration of the leave.

Poland’s leave policy is comprehensive, providing employees with various types of paid and unpaid leave, ensuring they can balance their professional and personal lives. Employees are entitled to annual leave, medical leave, maternity and paternity leave, as well as other types of leave for significant life events or family care. Polish labor law also offers flexibility through unpaid leave, which can be agreed upon individually with the employer, allowing employees to take time off for personal reasons without losing their employment status.

Services like Employer of Record (EOR), offered by companies such as Bizky, play a crucial role in managing these processes for international businesses operating in Poland. EOR allows companies to employ and manage workers in full compliance with local regulations, including leave entitlements. This enables businesses to focus on their core operations while leaving legal and administrative matters in the hands of experts, ensuring compliance with Polish law and safeguarding employee rights.