Good to know
In Poland, employers can require employees to be on call outside of their regular working hours. If an employee doesn’t carry out any tasks during this period, it won’t count towards their total working hours. Furthermore, it’s essential to ensure that this on-call time doesn’t prevent the employee’s right to rest.
Are you ready to hire in Poland?
Poland has a well-educated and skilled workforce, particularly in fields like IT, engineering, finance, and manufacturing. It produces a significant number of graduates each year. It’s central location in Europe provides easy access to major European markets, including Germany, France, and the United Kingdom, making it a strategic hub for regional expansion. The country also has a growing reputation as an IT and technology hub, with a flourishing software development and outsourcing industry, attracting tech companies and startups.
Want to know more?
Call us today at: +44 (0) 333 034 1068
In July 2023, there was a second minimum wage increase in Poland, raising it to PLN 3,600.
Standard Working Hours
The standard work schedule for employees is 8 hours per day and 40 hours per week. It is not permitted to work more than 48 hours in a single week, including any overtime.
For hours worked over the 40-hour work week the overtime pay rate is 150% of the regular wage. When employees work on Sundays, holidays, during nighttime hours, or on their scheduled days off, they are entitled to receive overtime pay at a rate of 200% of their regular wage. Alternatively, instead of providing compensation for overtime, employers have the option to grant their employees equivalent time off from work.
In Poland, salaries are paid on a monthly basis.
Paid time off
Employees receive paid vacation leave based on their length of employment. Those who have worked for less than 10 years are entitled to 20 days of paid vacation, while those with 10 years or more of employment receive 26 days of paid vacation.
Employees unable to carry out their duties due to illness or injury are eligible for sick pay, which amounts to 80% of their regular wages. For the initial 33 days of sickness-related work absence, the responsibility to provide sick pay falls with the employer. However, this obligation is reduced to 14 days if the employee is aged 50 or older.
Furthermore, in cases of prolonged sickness that is exceeding 33 days, the Polish social security will cover sick pay at the same 80% rate, but it is capped at a maximum of 182 days per year. A medical certificate must be provided to be eligible for sick pay.
The standard maternity leave duration in Poland consists of 20 weeks, typically commencing 6 weeks before the anticipated due date. In instances of multiple births, the maternity leave can be extended to a maximum of 37 weeks. Throughout the initial 26 weeks of maternity leave, social security provides maternity benefits equivalent to 100% of the employee’s normal earnings. For any supplementary weeks, maternity benefits are reduced to 60%.
Employees are entitled to up to two weeks of fully paid paternity leave, which can either be taken all at once or split into two parts, each lasting seven days. This paternity leave can be used until the child reaches the age of two.
Termination of Employment
Employers with a staff of at least 20 employees are required to provide severance pay to eligible employees. The severance pay is calculated based on the employee’s length of service.
Employees with less than two years of employment receive one month of severance pay. Those who have been employed for two to 8 years are entitled to 2 months of severance pay and those with over 8 years of employment receive 3 months of severance pay.
The notice period for employees varies based on their length of service. For employees with 0 to 6 months of service, the notice period is typically 2 weeks. If an employee has served between 6 months and 3 years, the notice period increases to 1 month. Additionally, For those with more than 3 years of service, the notice period is extended to 3 months.
The length of the probationary period can vary depending on the industry, the job position, and the company’s policies. It is common for probationary periods to last up to 3 months.
Non-EU residents seeking employment in Poland are required to acquire a work permit. This permit is specific to the job for which it was initially applied and is not transferable to other positions. If an employee decides to change jobs, a new work permit application must be submitted. Additionally, the work permit is valid for a duration of 3 years.
The standard rate of VAT in Poland is 23.00%.