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Leave in Poland

Maternity, paternity, and parental leave in Poland

Adoption leave in Poland

Other types of leave in Poland

Public holidays in Poland

Protect your employees and your business

Time off in Poland

Employees in every country are entitled to certain types of paid and unpaid leave from work. In Poland, work leave includes paid holidays, sick leave, parental leave, and more. The amount of time off employees must be granted is laid out in the Polish Labour Code. In some cases, collective bargaining agreements provider for additional leave. Employers in Poland can also choose to grant their employees extra time off by setting a generous leave policy or including these provisions in individual employment contracts.

In this section, we’ll cover everything you need to know about paid and unpaid time off in Poland, including how to calculate your employees’ annual leave entitlements, how maternity and parental leave works in Poland, and what other leave you should be aware of as an employer. By reading this section carefully, you can get an idea of the minimum entitlements you’ll need to grant your Polish employees to ensure compliance with local labour laws and regulations.

Leave in Poland

Employees in Poland are entitled to paid annual leave (or holiday leave) each year. The exact entitlement to annual leave depends on how long the employee has been working. The entitlements mentioned in this section are the statutory minimum, which all employers in Poland have to grant to their employees. Many employers choose to grant their employees more generous annual leave in order to better attract and retain talent.

Annual leave in Poland

In Poland, annual leave entitlement is based on the employee’s length of service. Employees are entitled to 20 days of leave per calendar year if they have worked for less than 10 years, and 26 days once they have worked for at least 10 years.

However, employers also have to count time spent in education towards the employee’s length of service. The amount that gets added to their time in work depends on the type of education:

Basic vocational school or equivalent: 3 years
Secondary vocational school: 5 years
Secondary comprehensive school: 4 years
Post-secondary school: 6 years
Tertiary education institution: 8 years

Employees in their first year of employment accrue 1/12 of their annual leave entitlement each month during their first year. For example, an employee who started working on 1 January would have accrued 5 days of annual leave (25% of their full annual entitlement) by the end of March.

Employers must inform workers about their annual leave entitlement no more than seven days after employment, and whenever their entitlement changes.

Taking annual leave in Poland

In Poland, the general expectation is that employees take their annual leave all at once. However, it is possible to split it up into several periods of leave, as long as one period is at least 14 days.

If employees don’t use all of their annual leave during the calendar year, they can roll it over to the next year. They have to take their leave by 30 September in the next calendar year or lose the right to the leave. It’s not possible to ‘pay out’ annual leave in Poland unless the employee is leaving the company.

Sick leave and pay in Poland

Employees in Poland are entitled to 182 days of paid sick leave per year. Employers must pay their employees 80% of their normal wages for their first 33 days of sick leave. After this point, employees can receive the equivalent pay through the social security system. There are different rules for pregnant employees and those aged 50 or over.

Other common leave in Poland

Other common types of leave in Poland include:

Carer’s leave
Study leave
Maternity and paternity leave
Special event leave
Adoption leave

We’ll talk about these in more detail in the sections below.

Maternity, paternity, and parental leave in Poland

Employees in Poland are entitled to maternity leave when they or their partner have a baby, and when they adopt a child. The specific amount of leave and pay that employees are entitled to depends on their situation. Read on to learn about the different types of parental leave in Poland.

How long is maternity leave in Poland?

Employees are entitled to maternity leave when they give birth to a child. This leave is paid for by the Social Security Institute at 100% of the employee’s normal salary. The amount of maternity leave an employee can take depends on how many children are born or adopted:

20 weeks for one child
31 weeks for two children
33 weeks for three children
35 weeks for four children
37 weeks for five or more children

Employees can start their maternity leave up to six weeks before their due date and must take at least 12 weeks of leave immediately following the birth. They can then choose to transfer some of their remaining leave to the child’s father.

Paternity leave in Poland

Employees in Poland can take up to two weeks of paid paternity leave when their partner gives birth. Again, this is paid for by the Social Security Institute, and employees receive 100% of their normal salary.

Employees can choose to split their paternity leave into two blocks of one week, or to take it all at once.

Parental leave in Poland

Parents in Poland are also entitled to up to 41 weeks of paid parental leave, to be shared between the two parents. They can use any time before their child’s sixth birthday. One parent can take all of this leave, or they can split it between them. It can be taken all at once or taken in up to four blocks of at least eight weeks. Parental leave in Poland is paid for by the social security system.

Adoption leave in Poland

Adoption leave in Poland works very similarly to maternity leave. When a couple adopts a child aged seven years old or younger, both parents are entitled to paid time off. However, only one parent at a time can take adoption leave under the conditions outlined in the maternity leave section above.

Parental leave for adopting parents in Poland

Like birth parents, parents who adopt a child in Poland can also take paid parental leave after they adopt a child. They can take:

32 weeks if they adopt one child
34 weeks if they adopt multiple children
29 weeks if the child they adopt is between 6–7 years old

Other types of leave in Poland

Employees in Poland are also entitled to various other types of leave. Collective bargaining agreements and individual employment contracts may also provide additional entitlements. Read on to learn about some of the different types of leave in Poland that you should be aware of as an employer.

Carer’s leave in Poland

A new law passed in 2023 gives employees the right to up to five days’ carer’s leave each year to take care of a child or a dependent who lives with them. This leave is unpaid. Employees may also take up to three years of unpaid leave to care for their children, as long as:

They have worked for at least six months
Their child is under five years of age (or 18 years if the child is disabled)

Study leave in Poland

Employees are also entitled to various types of study leave if they are in an education program initiated by their employer, or if their employer agrees. The amount of leave an employee gets depends on the type of education. For example, they are entitled to:

6 days for extramural exams
6 days for professional qualifications
21 days for diploma dissertation and examination

Special event leave in Poland

Employees are also entitled to two paid days off work for their family members’ life events, including weddings, births, and funerals. There are also special regulations covering time off for things like mandatory medical examinations, giving blood, and making court appearances.

Unpaid leave in Poland

Unpaid leave is another type of leave In Poland, which employees can request for any reason (although employers don’t have to allow it). Also, if a period of unpaid leave lasts longer than three months, the employer can ask their employee to return to work.

Public holidays in Poland

In Poland, there are 13 public holidays each year. Employees are entitled to paid time off on these days, in addition to their statutory annual leave.

Public holidays in Poland are not moved if they fall on a weekend. However:

If a public holiday falls on an employee’s scheduled day off (for example, a Saturday for Monday–Friday workers), the employee is entitled to an additional paid day off at another time.
If a public holiday falls on a Sunday, there is no automatic additional entitlement, unless the employee works that day.

Employers may require employees to work on public holidays, but must then either:

Grant a paid day off in lieu, or
Pay an additional 100% wage supplement for the hours worked (resulting in double pay).

Public holidays in Poland in 2026

1 January (Thursday)

New Year’s Day

6 January (Tuesday)

Epiphany

5 April (Sunday)

Easter Sunday

6 April (Monday)

Easter Monday

1 May (Friday)

Labour Day

3 May (Sunday)

Constitution Day

24 May (Sunday)

Whit Sunday

4 June (Thursday)

Corpus Christi

15 August (Saturday)

Assumption of the Blessed Virgin Mary.

1 November (Sunday)

All Saints’ Day

11 November (Wednesday)

Independence Day

25 December (Friday)

Christmas Day

26 December (Saturday)

2nd Day of Christmas

Protect your employees and your business

As an employer in Poland, you need to understand your employees’ rights and entitlements. But keeping up with them can be a lot of work.

When you hire workers with CXC, we’ll ensure your engagements are in line with all local, national and international employment regulations. That way, your workers will get their benefits they’re entitled to, and your business will be protected from risk.

Read about EoR services

FAQ's

How long is maternity leave in Poland?

Maternity leave in Poland lasts 20 weeks for a single birth. This is the statutory minimum and applies to all employed mothers covered under the Polish social insurance system (ZUS).

The entitlement increases with multiple births:

Birth type	Maternity leave duration
Single birth	20 weeks
Twin birth	31 weeks
Triplets	33 weeks
Quadruplets	35 weeks
Quintuplets or more	37 weeks

At least 14 weeks of maternity leave must be taken by the mother herself. The remaining weeks can be transferred to the father or another member of the immediate family, giving families some flexibility in how they share care responsibilities.

Maternity leave in Poland is funded by ZUS, not by the employer. The employee receives a maternity benefit equivalent to 100% of their average salary during this period, subject to applicable social insurance rules and benefit calculations, so there is no direct payroll cost to the business during the leave.

What are the legal rules for maternity leave in Poland?

Maternity leave in Poland is governed by the Labour Code and is a statutory right for all employees under an employment contract. Here is what employers need to know.

Who qualifies for maternity leave in Poland?
Any employee who gives birth while under an employment contract is entitled to maternity leave. This includes both Polish nationals and foreign nationals employed in Poland. Self-employed individuals and contractors are not covered under the same rules, though they may be entitled to maternity benefit through ZUS if they have been paying voluntary social insurance contributions and satisfy applicable eligibility requirements.

How it works?

The leave begins on the date of birth (or up to two weeks before the expected due date if the employee chooses to start early).

The employee must take at least 14 weeks of the leave themselves. They cannot waive this.

The remaining weeks can be transferred to the father, who takes them as paternity or parental leave in accordance with applicable statutory requirements.

The maternity benefit is paid by ZUS at 100% of the employee’s average salary, calculated over the 12 months prior to the leave in accordance with Polish social insurance regulations.

What the employer must do?

Notify ZUS and process the benefit application on behalf of the employee.

Guarantee the employee the right to return to the same or equivalent position after leave.

Protect the employee from dismissal during the maternity leave period, except in limited circumstances permitted under Polish law.

Dismissing an employee during maternity leave is prohibited under Polish law, with limited exceptions. Applicable exceptions may include situations expressly permitted under the Labour Code.

Can employees combine maternity leave with parental leave in Poland?

Yes, employees in Poland can take maternity leave and parental leave back-to-back, giving families up to 52 weeks of protected leave in total for a single birth. The total entitlement may vary depending on the number of children born and how leave is shared between eligible parents. Here is how the two types of leave connect:

Maternity leave: 20 weeks at 100% pay (funded by ZUS).

Parental leave: Up to 41 weeks for one parent, or 43 weeks if both parents share the leave. The entitlement is subject to statutory eligibility and allocation rules.

Both parents can take parental leave at the same time if they choose, though the total combined entitlement remains capped at 41 or 43 weeks depending on how it is split.

Pay during parental leave

The parental leave benefit rate depends on how the employee applies. If the employee applies for both maternity and parental leave together (within 21 days of birth), the combined benefit is paid at 81.5% of salary for the full period.

If the employee applies for parental leave separately after maternity leave ends, the rate is 70% of salary for the parental leave portion.

What this means for employers: You need to track which option the employee has chosen, as this affects how ZUS calculates and pays the benefit. Your HR or payroll team should confirm the application route at the start of the leave and ensure all required documentation is submitted within the applicable deadlines.

What are the risks of non-compliance with maternity leave laws in Poland?

Non-compliance with maternity leave rules in Poland can result in financial penalties, legal claims, and reputational damage for your business. The Polish Labour Inspectorate (PIP) actively enforces employment law, and violations related to parental and maternity rights are treated seriously.

The main risks employers face in Poland

Fines from the Labour Inspectorate. Employers who fail to grant statutory maternity leave, dismiss an employee during protected leave, or obstruct the return-to-work process can be fined. Penalties can reach up to PLN 30,000 per violation, depending on the nature and severity of the breach.

Reinstatement orders. If an employee is dismissed unlawfully during maternity leave, a court can order the employer to reinstate them and pay full back pay for the period of unlawful dismissal.

Compensation claims. Employees can bring civil claims for damages if their rights are breached. These claims are separate from Labour Inspectorate fines, so the employer can face both simultaneously.

Reputational risk. Employment disputes in Poland, particularly around parental rights, can attract media and regulatory attention, which can affect your ability to attract talent in the local market.

The most common compliance mistakesemployers make. Include failing to protect the employee’s position during leave, not processing ZUS benefit applications correctly, and misclassifying workers in a way that excludes them from statutory entitlements.

Getting the classification and process right from the start is the most effective way to avoid these issues.

How does the leave policy work in Poland?

Poland’s leave policy is set out in the Labour Code and covers several types of statutory leave that all employees under an employment contract are entitled to. As an employer, you are required to grant these entitlements regardless of what your contract says, provided the individual qualifies under applicable law.

Types of leave under Poland’s leave policy

Leave type	Duration	Who pays
Annual (holiday) leave	20 or 26 days per year	Employer
Maternity leave	20 to 37 weeks (depending on births)	ZUS
Parental leave	Up to 41 or 43 weeks	ZUS
Paternity leave	2 weeks	ZUS
Childcare leave	Up to 36 months (unpaid)	N/A
Sick leave	Up to 33 days per year	Employer (first 33 days), then ZUS
Compassionate/special leave	2 days per year	Employer

How leave requests work?
Employees are generally required to request annual leave in advance, and employers are expected to approve it unless there are genuine operational reasons to defer it. Leave cannot simply be refused without cause.

Sick leave is handled differently. Employees must provide a medical certificate (known as an e-ZLA in Poland, issued electronically by a doctor) to confirm the absence. The employer is responsible for the first 33 days of sick pay per calendar year (14 days for employees aged 50 and over), subject to applicable statutory sick pay rules and eligibility requirements.

The key thing to understand about the leave policy in Poland is that it is employee-protective by design. The minimums are statutory, and any contractual terms that offer less than the statutory minimum are automatically void, to the extent they conflict with mandatory Polish labour law provisions.

How much paid annual leave do employees receive in Poland?

Employees in Poland are entitled to either 20 or 26 days of paid annual leave per year, depending on their total length of employment. This is one of the core entitlements under the Polish Labour Code and applies to all employees on employment contracts.

20 days per year for employees with less than 10 years of total work experience.

26 days per year for employees with 10 or more years of total work experience.

The threshold is based on the employee’s entire working history, not just their time with your company. That means a new hire who has already worked for 12 years elsewhere will be entitled to 26 vacation days from day one with you.

Annual leave is paid at the employee’s normal rate of pay, calculated based on their average earnings over the previous three months or other applicable reference period under Polish payroll rules. Employees are entitled to take their leave throughout the year, and any unused leave must be carried over to the following year if it cannot be taken before 30 September.

Employers cannot pay out unused annual leave instead of granting it, except upon termination of employment. Employees have a legal right to take the time off, not just receive compensation for it.

What is the sick leave policy in Poland?

Poland’s sick leave policy requires employers to pay sick pay for the first 33 days of illness per calendar year, after which the cost transfers to ZUS. Employees must provide a medical certificate (e-ZLA) to claim sick leave, which is issued electronically by their doctor and sent directly to ZUS and the employer.

How sick pay in Poland is calculated?

Days 1 to 33 of sick leave per year: paid by the employer at 80% of the employee’s average salary. This drops to 14 days for employees aged 50 and over.

From day 34 onwards (or day 15 for employees aged 50+): ZUS takes over payment, also at 80% of average salary.

If the illness is caused by an accident at work or occurs during pregnancy: the rate increases to 100% of the employee’s average salary, funded by ZUS subject to applicable statutory conditions.

What employers in Poland need to track?
Sick leave entitlement resets on 1 January each calendar year. If an employee is ill across two calendar years, the new year’s entitlement begins fresh regardless of when the previous illness started.

Employees on sick leave for more than 182 days in a calendar year (270 days if the illness is related to tuberculosis or pregnancy) are no longer entitled to sick pay. At that point, they may be eligible for a rehabilitation benefit from ZUS instead, subject to ZUS approval and eligibility requirements.

For employers managing the sick leave policy in Poland, the practical priority is maintaining accurate absence records and ensuring e-ZLA certificates are received and filed correctly. Errors in documentation are one of the most common causes of ZUS disputes.

How many vacation days do employees earn per month in Poland?

Employees in Poland earn vacation days on a pro-rata basis during their first year of employment, accruing 1/12 of their annual entitlement for each completed month of work. From the second year onwards, the full annual entitlement is available at the start of the leave year.

How accrual works in year one?

If an employee is entitled to 20 vacation days per year, they accrue approximately 1.67 days per completed month of service in their first year. This means:

After 3 months: 5 days available.

After 6 months: 10 days available.

After 12 months: 20 days available (full entitlement).

For employees entitled to 26 vacation days, the monthly accrual is approximately 2.17 days per completed month.

From year two onwards

Once an employee completes their first full year, they are entitled to their full annual vacation allowance at the beginning of each subsequent leave year. They do not need to wait until the end of the year to use the days.

One thing to watch: If an employee leaves before using all their accrued vacation days, you are required to pay out the unused balance as part of their final settlement. This is a statutory obligation and cannot be waived in the employment contract.

How does seniority affect vacation days in Poland?

Seniority directly determines how many vacation days an employee receives in Poland. The threshold sits at 10 years of total employment history, which triggers a jump from 20 to 26 days of annual leave.

What counts towards the 10-year threshold?

The calculation includes more than just paid employment. Under Polish law, the following periods also count towards seniority:

Completed periods of education (for example, completing a university degree adds up to 8 years).

Vocational school attendance.

Periods of employment with previous employers.

Certain periods of self-employment where social insurance contributions were paid.

This means an employee’s seniority can be significantly higher than their years of formal employment alone. A 30-year-old with a university degree and five years of work experience could already be approaching or past the 10-year threshold.

What employers need to do?

When onboarding a new hire, ask for documentation of their previous employment history and educational background. This lets you correctly determine their leave entitlement from the start. Underpaying leave because you did not account for prior seniority is a compliance risk, as employees can claim the difference retrospectively.

Many employers in Poland request a copy of the employee’s work history record (świadectwa pracy) from previous employers as part of the onboarding process. This is the standard way to verify seniority for vacation day calculations.

How can CXC help global employers stay compliant with leave regulations in Poland?

CXC helps global employers manage leave compliance in Poland by handling the employment infrastructure, payroll processing, and ZUS administration that local compliance requires. Whether you are hiring your first employee in Poland or managing an existing team, we take on the complexity, so your HR team does not have to navigate Polish labour law alone.

What do we handle on your behalf?

Employment contracts that reflect Poland’s statutory leave entitlements, including maternity leave, vacation days, and sick leave obligations.

ZUS registration and benefit processing, including maternity and sick leave benefit applications filed correctly and on time.

Payroll calculations that account for seniority-based vacation entitlements, sick pay thresholds, and leave accrual during the first year of employment.

Ongoing compliance monitoring as Polish employment law evolves, so your policies stay current without requiring you to track legislative changes yourself.

Worker classification support through CXC Comply, reducing the risk of misclassification that could exclude workers from statutory leave entitlements.

Poland’s leave policy is detailed and employee protective. The rules around maternity leave, sick leave, and vacation days involve multiple government bodies, documentation requirements, and benefit calculations. Getting one element wrong can trigger a Labour Inspectorate investigation or a civil claim.

CXC has been supporting compliant hiring across 100+ countries for over 30 years. Our team in Poland understands the local requirements and works with your business to make sure every leave obligation is met, from the first day of employment to the last.

Want to hire in Poland with confidence?

Get in touch with CXC to find out how we can support your team.

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