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Employment contracts and policies in Poland
Contract terms in Poland
Fixed-term contracts in Poland
Contract extensions in Poland
Working hours in Poland
Remote work in Poland
Tailored employment contracts in 100+ countries
Employment contracts in Poland
Every country in the world has its own rules and regulations when it comes to employment contracts. If you want to hire employees in Poland, you’ll need an understanding of the specific requirements that apply there.
In this section, we’ll cover the different employment contract types in Poland, the required clauses you need to include, and the employment policies you should put in place to ensure compliance. We’ll also talk about the legal limits to working hours in Poland, plus the new rules governing remote work for Polish employees.
Read on to learn everything you need to know to draw up a compliant employment contract in Poland.
Employment contracts and policies in Poland
In Poland, an employment contract is an agreement between an employer and an employee. Technically, a verbal contract is acceptable under Polish law, but it’s best practice to put your contract in writing. In any case, employers in Poland need to provide their employees with a written statement of the main terms of the agreement within seven days of employment.
Employment contracts in Poland have to be concluded in Polish, although it’s possible to draw up a bilingual version for employees of other nationalities. For example, you could conclude a contract that’s in both English and Polish if you hire an employee who doesn’t read Polish. However, if there are any discrepancies between the two versions, the Polish version prevails.
Another particularity of employment contracts in Poland is that they have to be physically signed with a ‘wet signature’. In some cases, digital signatures can be used, but only when both parties possess a ‘qualified electronic signature’. Since this is rare for employees, it’s more common to use a wet (physical) signature.
Types of employment contracts in Poland
The Polish government recognises three types of employment contracts:
Permanent employment contracts: Indefinite contracts in Poland are employment contracts without a fixed end date. They are long-term contracts that only end when one of the parties chooses to terminate the agreement.
Fixed-term employment contracts: Fixed-term or definite contracts in Poland are employment contracts with a fixed end date. Fixed-term contracts need to specify the reason for the fixed term and can’t be longer than 33 months.
Contracts for trial periods: In Poland, employees are given a separate contract for their probationary period, which precedes any other type of contract. The maximum duration of a contract for a trial period is three months, with a possible extension of up to one month.
Contract terms in Poland
Employers in Poland are free to set their own contract terms through negotiation with each employee. However, they can’t provide less generous terms than those set by the Polish Labour Code or any other relevant legislation. This means they must meet at least the legal minimum standards for things like minimum wage, paid holiday, and sick leave.
Required contract terms in job contracts in Poland
Employment contracts in Poland must include certain mandatory terms, including:
- The names and details of the parties
- The type of employment contract
- The work and remuneration conditions
- The type and place of work
- The start date
- The end date (for fixed-term contracts)
In the case of probationary contracts, which are concluded separately from other job contracts in Poland, the contract should specify the intended type and length of contract that will be concluded if the employee is successful in their probationary period.
Changes to the employment contract
Employees in Poland have the right to request changes to the terms of their contract once per calendar year, as long as they have been employed by the employer for at least six months. They can request to change the type of employment or the type of contract, for example by asking to switch from full-time to part-time work. The employer can refuse the request, but they must give their reasons for doing so. Employers must respond to requests within one month.
Fixed-term contracts in Poland
Employers can use fixed-term contracts in Poland to hire employees for a set period. For example, you could use a fixed-term contract to engage a seasonal worker or to provide coverage for a permanent employee who is temporarily off work. However, there are limitations on when and how fixed-term contracts can be used.
Limitations on fixed-term contracts in Poland
Employers in Poland can only hire employees on fixed-term contracts for a maximum of 33 months, including any extensions or renewals. They can also only give the same employee a maximum of three fixed-term contracts (even if the total period of employment adds up to less than 33 months). After this period, the employee is deemed to be employed on a permanent contract.
There are certain exceptions to these rules. For example, employers may be able to employ workers on more than three fixed-term contracts for seasonal or occasional work. The restrictions also don’t apply to contracts for a term of office, or to substitution contracts.
What happens at the end of a fixed-term contract in Poland?
As of 2023, employers have to give a reason for the termination of a fixed-term contract. If the employer feels the reason is unfair, they can challenge it. If an employee is a member of a trade union, their employer must notify the trade union of its intention to terminate the employment, as well as their reasoning.
If an employer and an employee agree to extend a fixed-term contract beyond its initial term, this is treated as a new fixed-term contract. This is allowed as long as it doesn’t exceed the 33-month limit.
Contract extensions in Poland
Sometimes, an employer might hire an employee on a fixed-term contract but find that they require the employee’s services for longer than initially planned. As long as the employee agrees, you can choose to extend a fixed-term contract in Poland, although this is subject to certain limits.
Limitations on contract extensions in Poland
When an employer extends an employee’s fixed-term contract, this is treated as the signing of a new contract. Employers may do this as long as they don’t enter into more than three fixed-term contracts with the same employee, and the total period of employment doesn’t exceed 33 months. If an employer breaks these rules, the employee is considered to be hired on a permanent basis.
Extending contracts for independent contractors in Poland
Under Polish law, there is no restriction on the length of time that you can engage an independent contractor or the number of times you can renew their contract. However, if the relationship involves a level of control and direction on the part of the employer, it could be considered an employment relationship, and you could face a claim for employee misclassification.
Working hours in Poland
Employees in Poland are expected to work no more than 40 hours per week. Working hours are typically either 8am to 4pm or 9am to 5pm, with an unpaid hour’s break for lunch.
Maximum working hours in Poland
The Polish Labour Code sets the standard working time in Poland at eight hours per day or 40 hours per week. This is worked out as an average over a reference period. Each public holiday that occurs during the reference period reduces working time by eight hours.
Overtime in Poland
Overtime payment is compulsory in Poland for employees who work more than 40 hours per week. Overtime is capped at 48 hours per week and 150 hours per year. Employers in Poland have to pay their employees their normal rate of pay for overtime hours, plus 50% if the overtime falls on a day which is a normal workday for the employee.
They have to pay normal pay plus 100% if the overtime is:
- At night
- On a Sunday or public holiday (when this isn’t a normal workday for the employee)
- On a day off granted to the employee in exchange for working a Sunday or public holiday
- Where the work exceeds the average 40-hour weekly working time standard
Daily and weekly rest times in Poland
Employees in Poland are entitled to a continuous rest period of at least 11 hours per day. They also have the right to at least 35 consecutive hours of rest per week. In theory, employees shouldn’t work on Sundays, unless this is specifically required for their job. There are certain exceptions to these rules, for example for managers and those working to preserve human life or health.
Maximum working hours on the Polish student visa
International students who are in Poland on a student visa have the right to work during their studies, but there are certain restrictions. Students can work for up to 20 hours per week during term time, as well as full-time for three months during holidays. There are no limitations on working hours in Poland for students who have a Residence Card.
Remote work in Poland
As in many countries, remote work has become more and more common in Poland over the last few years. For this reason, the Polish government recently amended the Labour Code to provide specific rules regarding remote work for employers and employees.
Remote work legislation in Poland
In 2023, the Polish government introduced new remote work legislation. It includes a clear definition of remote work, which is defined as work performed entirely or partially away from the employer’s premises, using direct communication at a distance. According to the law, employers in Poland must define the rules of remote work either:
- In an agreement with the employees’ trade union organisation
- In their specific remote work regulations
- In an order to perform remote work
- In an agreement concluded with the employee
Employee requests for remote work
Employers in Poland can agree on remote work with an employee either when they sign their employment contract or during the course of their employment. Employees can also request occasional remote work for no more than 24 days each calendar year.
Benefits for remote workers in Poland
The new remote work legislation in Poland introduces new benefits to employees who work remotely. Employers must now provide and maintain equipment for employees who work remotely or provide them with a ‘lump sum’ if they use their own equipment. They must also reimburse employees for the cost of working from home, although the law doesn’t define exactly what this must look like.
Poland remote work visa
Due to the rise in remote work over the past decade, many countries around the world have introduced new visas specifically for remote workers. These allow remote employees to live and work in a country for a set period, without the usual immigration requirements.
As of 2024, there is currently no remote work visa in Poland. However, remote employees may be able to work remotely in Poland by applying for a long-term visa and temporary residence permit and declaring their purpose under the ‘other’ category. Applicants would usually need to demonstrate their reason for coming to Poland, which might be personal, cultural, or material.
Tailored employment contracts in 100+ countries
Like all countries, Poland has its own rules and regulations when it comes to employment contracts — and non-compliance could land your company in hot water.
Thankfully, our team is experienced in drawing up tailored, compliant contracts in Poland (and more than 100 countries worldwide). That means that, when you work with us, you won’t need to waste time worrying about whether you’ve got it right. Instead, you can focus on what matters: your business.
FAQ's
What must be included in an employment contract in Poland?
An employment contract in Poland must include the names of both parties, the type of contract, the date it was signed, the job title and duties, the place of work, the salary and its components, working hours, and the start date. These are the minimum requirements set out under the Polish Labour Code.
The contract must be written in Polish, or in a bilingual version that includes both Polish and a foreign language. A handwritten signature or a qualified electronic signature is required. Electronic signatures should comply with applicable Polish and EU e-signature requirements, including the eIDAS framework where applicable. Beyond the contract itself, employers have a separate obligation to provide employees with a written information notice within 7 days from the commencement of employment. This notice must cover:
- Daily and weekly working hours.
- Pay frequency and payment dates.
- Annual leave entitlement.
- Applicable notice periods.
- Any collective bargaining agreement that applies.
- Additional information required under applicable Polish Labour Code provisions.
For fixed term contracts in Poland specifically, the contract must also state the duration of employment or the end date. If the contract is part-time, it must include the agreed working hours and the conditions under which overtime may be requested.
Getting the written contract right before day one is not good practice. Missing required details can expose the employer to claims that the employment relationship is governed by terms the employee did not formally agree to.
What types of employment contracts exist in Poland?
There are three types of employment contracts in Poland under the Labour Code: the trial period contract, the fixed term contract, and the indefinite term (permanent) contract. Each one serves a different hiring purpose, and choosing the right type from the start matters for both compliance and workforce planning.
Trial Period Contract in Poland (Umowa na okres próbny)
This contract lets employers in Poland assess a new hire before committing to a longer arrangement. It can only be used once per employee for the same role and cannot exceed 3 months. The permissible duration of the probationary period may depend on the intended duration of the subsequent employment relationship in accordance with applicable Polish labour law provisions.
Fixed Term Contract in Poland (Umowa na czas określony)
A fixed term contract in Poland is a time-limited agreement that ends automatically on the agreed date. It is commonly used for project-based work, seasonal roles, or when hiring for a defined period. Polish law caps the total duration at 33 months and limits the number of consecutive fixed term contracts with the same employee to three. Certain statutory exceptions may apply under the Labour Code. More on this in Q7.
Indefinite Term Contract in Poland (Umowa na czas nieokreślony)
This is the permanent employment contract. It has no end date and continues until one of the parties terminates it. It offers employees in Poland the strongest level of legal protection, including more structured notice periods and greater protections against dismissal.
Contract Type | Key Feature | Maximum Duration |
Trial Period | Assess the employee | 3 months |
Fixed Term | Time-limited role | 33 months total |
Indefinite Term | Permanent employment | No limit |
Polish employment contracts are not interchangeable. Using the wrong type for a role, or exceeding the limits on fixed term contracts, can automatically convert the arrangement into a permanent contract under applicable Polish labour law.
Can an employment contract in Poland be temporary?
Yes, an employment contract in Poland can be temporary. The fixed term contract is the standard vehicle for temporary employment and is widely used for project work, seasonal hiring, cover for absent employees, and roles with a defined end date.
Temporary employment in Poland is fully recognised under the Labour Code, and employees on fixed term contracts are entitled to the same core rights as permanent employees. This includes paid annual leave, social security contributions, sick pay entitlements, and protection against discrimination.
There are a few scenarios where temporary contracts are used beyond standard project work:
- Covering an absent employee (e.g. maternity or sick leave cover).
- Seasonal or occasional work where the nature of the role is inherently time limited.
- Contracts tied to a term of office, such as board-level positions.
- Situations where the employer has objective business reasons for a fixed term arrangement, provided those reasons are documented in the contract.
If a pregnant employee’s fixed term contract would expire after the third month of pregnancy, it is automatically extended until the date of childbirth. This is a legal protection built into Polish labour law and applies regardless of the original contract end date.
Temporary employment contracts in Poland are a legitimate and commonly used hiring tool, but they come with clear rules on duration and employee protections that employers need to follow.
What happens if an employment contract does not comply with Polish labour law?
If an employment contract in Poland does not comply with the Labour Code, the non-compliant terms are automatically replaced by the minimum standards set out in law. The contract does not become void; instead, any clause that falls below the legal baseline is simply overridden.
This means the employee is still protected, and the employer is still bound by the law, regardless of what the written contract says. For example, if a contract specifies a notice period shorter than the one required by law, the legal notice period applies automatically.
Here are the most common compliance failures and their consequences:
- Missing mandatory contract information (job title, place of work, salary components): the employer in Poland may be required to provide written confirmation before the employee starts work, or face claims from the employee
- Exceeding fixed term limits: if the total fixed term employment exceeds 33 months or a fourth fixed term contract is signed, the arrangement is automatically reclassified as an indefinite term contract
- Contracts not in writing: the employer must provide written confirmation of the key terms before the employee begins work; failure to do so is a breach of the Labour Code
- Using a civil law contract to disguise an employment relationship: if the actual working conditions match those of an employment relationship (set hours, employer direction, fixed workplace), Polish courts or authorities can reclassify the arrangement as an employment contract, with full retroactive entitlements
The National Labour Inspectorate (Państwowa Inspekcja Pracy) is responsible for enforcing compliance and can conduct workplace inspections. Penalties for violations can include fines for the employer and other regulatory consequences depending on the severity of the breach.
Non-compliant labour contracts in Poland do not protect the employer. The law fills the gaps automatically, and repeated violations can attract regulatory scrutiny.
What should international companies know about employment contracts in Poland?
International companies hiring in Poland need to know that employment contracts are governed by the Polish Labour Code, which sets minimum standards that cannot be contracted out of, regardless of where the company is headquartered. Polish law applies to employees working in Poland, even if the employer is based abroad.
Here are the key points for international employers to get right from the outset:
Language and format
Employment contracts in Poland must be written in Polish, or in a bilingual format with Polish included. A contract issued only in English or another foreign language may create enforceability and compliance risks.. The contract must also be signed with a handwritten signature or a qualified electronic signature that complies with applicable legal requirements.
No legal entity required (with the right setup)
International companies do not always need to establish a Polish legal entity to hire compliantly. Using an Employer of Record (EoR) allows businesses to hire employees under a locally compliant labour contract in Poland without setting up a subsidiary. The EoR acts as the legal employer, handling contract issuance, payroll, tax, and social security contributions on the company’s behalf.
Key obligations to know
- Contracts must be issued before the employee starts work.
- A written information notice covering working hours, leave, and notice periods must be provided within seven days of the start date.
- Social security contributions (ZUS) are mandatory for all employees.
- Foreign nationals working in Poland generally need a valid work permit and residence entitlement, subject to nationality, immigration status, and applicable immigration exemptions.
What happens without a local entity?
Without a registered presence in Poland or an EOR arrangement, international companies risk creating an unintended permanent establishment, which carries tax and regulatory consequences. The assessment depends on the nature and extent of activities performed in Poland. Polish labour law applies to all employees based in Poland, regardless of where their employer is registered. International companies need locally compliant employment contracts and the right structure to support them.
When should employers use a fixed term contract in Poland?
Employers should use a fixed term contract in Poland when the role has a defined end point, the business need is temporary, or the hiring is tied to a specific project or period. It is the right choice when committing to a permanent contract does not reflect the actual nature of the work.
Common situations where a fixed term contract in Poland is the appropriate option:
- Project-based hiring: the role exists to deliver a specific outcome and will end when the project closes.
- Seasonal work: roles that are tied to a particular time of year, such as peak demand periods or harvest cycles.
- Covering employee absences: hiring someone to fill in while a permanent employee is on parental, sick, or extended leave.
- Testing a new market or function: when a company is expanding into Poland and wants to assess the business case before making permanent hires.
- Roles tied to a term of office: such as executive or board-level appointments with defined mandates.
One scenario where a fixed term contract is sometimes misused is as a default hiring tool for roles that are permanent in nature. Polish labour law is clear that if a role is ongoing and the working conditions resemble a permanent employment relationship, the contract can be reclassified by a court or competent authority. Employers should have a genuine, documentable reason for using a fixed term arrangement.
If the employer has objective business reasons for a fixed term contract, those reasons should be stated in the contract itself. Additional notification obligations to the National Labour Inspectorate may also apply under Polish law.
A fixed term contract in Poland works well for time-limited, project-specific, or cover roles. It is not a tool for avoiding the obligations that come with permanent employment.
What is the maximum duration of a fixed term contract in Poland?
The maximum duration of a fixed term contract in Poland is 33 months in total, and an employer can sign no more than three fixed term contracts with the same employee. Both limits apply simultaneously, so whichever threshold is reached first triggers the conversion to a permanent contract under the Polish Labour Code.
Here is how the rules work in practice:
Scenario | Outcome |
3 fixed term contracts, total under 33 months | Compliant; fourth contract becomes permanent |
Combined duration exceeds 33 months before the third contract ends | Converts to permanent from the day after month 33 |
Fourth fixed term contract signed | Automatically treated as a permanent contract from the signing date |
There are limited exceptions where these caps do not apply:
- Contracts tied to a term of office (e.g. board-level roles).
- Seasonal and occasional work that is genuinely time-limited by nature.
- Employer-side objective reasons: where there are a genuine, periodic business need and the reason is documented in the contract and reported to the labour inspectorate.
- Extension of a contract due to pregnancy: where a fixed term contract is extended until the date of childbirth.
These exceptions are narrow and specific. Employers cannot apply them broadly to avoid the 33-month rule. Where an objective reason is used, it must be stated in the contract and notified to the National Labour Inspectorate within five working days of signing where required under applicable law.
Can fixed term contracts include confidentiality agreements in Poland?
Yes, fixed term contracts in Poland can include confidentiality agreements, and it is common practice to do so. There is no legal barrier to including confidentiality or non-disclosure clauses within a fixed term employment contract or as a separate agreement signed alongside it.
Polish law does, however, draw a clear distinction between confidentiality obligations and non-compete clauses, and the rules for each are different.
Confidentiality clauses
Confidentiality obligations can be included in any employment contract in Poland, including fixed term contracts. They can cover trade secrets, client information, proprietary processes, and other sensitive business information. These clauses can apply both during and after the employment period, provided the scope is reasonable, proportionate and clearly defined.
Non-compete clauses
A non-compete clause is treated separately under the Polish Labour Code and must be agreed upon in writing, either within the employment contract or as a standalone agreement. For post-termination non-compete restrictions, the agreement must specify:
- The duration of the restriction.
- The geographic or sectoral scope.
- The compensation the employee will receive during the restriction period.
Since 2023, Polish law bans exclusivity clauses. Employers cannot prevent employees from taking on additional jobs or professional activities unless those activities are directly competitive in nature or the restriction is otherwise permitted under applicable law.
Practical guidance for fixed term contracts
When including confidentiality provisions in a fixed term contract in Poland, it is worth being specific about what information is covered and for how long the obligation lasts after the contract ends. Vague or overly broad clauses are harder to enforce.
Confidentiality agreements are fully compatible with fixed term contracts in Poland. Non-compete clauses are also permitted but require written agreement, defined scope, and compensation for any post-employment restriction.
How can businesses simplify labour contract management in Poland?
Businesses can simplify labour contract management in Poland by centralising their contract processes, using locally compliant templates, and tracking fixed term contract durations carefully to avoid unintended conversions to permanent employment.
For companies managing a handful of employees in Poland, the main challenges are usually getting the contract language right and staying on top of the seven-day information notice requirement. For companies with larger or growing teams, the complexity increases quickly, particularly when managing a mix of fixed term contracts, trial periods, and permanent arrangements across different business units.
Here are the most effective ways to reduce contract management friction:
- Use bilingual contract templates that meet Polish Labour Code requirements from day one, so every new hire starts with a compliant document.
- Track fixed term contract durations centrally, with alerts when an employee is approaching the 33-month limit or the third contract threshold.
- Automate the seven-day information notice as part of your onboarding workflow so it is never missed.
- Standardise your signing process using a qualified electronic signature tool that meets Polish legal standards, rather than general-purpose platforms that may not comply.
- Document objective business reasons for any fixed term contract that relies on the exceptions to the 33-month rule and ensure any required labour inspectorate notifications are submitted within applicable deadlines.
For international companies managing employment contracts across multiple countries, the overhead of maintaining country-specific processes for each jurisdiction adds up fast. An Employer of Record arrangement removes that burden by handling contract issuance, compliance tracking, and updates to local law on your behalf.
How does CXC streamline the employment contract process for companies expanding into Poland?
CXC takes on the full employment contract process for companies hiring in Poland, acting as the Employer of Record so that every contract is locally compliant, correctly structured, and issued before your employee’s first day where required under Polish law. You focus on the work; we handle the paperwork, the legal requirements, and the ongoing compliance.
Here is what that looks like in practice when you work with CXC:
Compliant contracts, ready to go
We issue employment contracts in Poland that meet all Labour Code requirements, including bilingual format where appropriate, qualified signature processes, and the correct classification of contract type. Whether you need a fixed term contract in Poland for a project hire or a permanent contract for a long-term team member, we prepare the right document for the right situation.
No polish entity required
You do not need to set up a Polish legal entity to hire through CXC. Our Employer of Record service covers the full employment relationship, including payroll, ZUS social security contributions, tax registration, and contract management, under our local legal presence.
Support beyond the contract
Once your team is in place, we continue to manage employment compliance as Polish labour law evolves. If you are also engaging contractors in Poland, our AOR service covers contractor compliance and payments under a separate, appropriate structure.
Explore our Poland hiring guide or speak to our team to get started.
Compliantly hire workers anywhere with CXC
With our EoR solution, you can engage workers anywhere in the world, without putting your business at risk. No more worrying about local labour laws, tax legislation or payroll customs — we’ve got you covered.
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