Country Explorer
Compliantly hire and expand your business in Poland
When it comes to employing and managing employees in Poland, there are specific procedures and regulations that must be followed.
Poland is a country in Central Europe with a temperate transitional climate, and its territory traverses the Central European Plain, extending from the Baltic Sea in the north to the Sudetes and Carpathian Mountains in the south. It is divided into 16 administrative provinces, and is the fifth-most populous member state of the European Union. Warsaw is the nation’s capital and largest metropolis. Other major cities include Kraków, Wrocław, Łódź, Poznań, and Gdańsk.
Warsaw
Capital
$22,393
GDP per Capita
$842.172 billion
Total GDP
38,036,118
Total Population
0.881
Human Development Index
UTC+1 (DST +1)
Time Zone
Polish
Official Language
Złoty (PLN)
Currency
312,696 km2 (120,733 mi2)
Land Area
Here's what you need to know
Overall, employing workers in Poland requires careful attention to the specific requirements and regulations. Working with a local expert in employment and payroll can help ensure that you’re meeting all the legal requirements and providing a positive employment experience for your staff.
Employment contracts are mandatory in Poland and must be written in Polish. They should clearly outline:
Job title, duties, and responsibilities
Salary and benefits
Working hours and overtime pay
Leave entitlements (annual leave, sick leave, etc.)
Termination terms (notice period, severance pay)
Confidentiality clauses (if applicable)
Minimum Wage
Poland has a national minimum wage, currently set at PLN 3,010 gross per month (as of January 1, 2024).
Payroll Terms
Salaries are typically paid monthly by bank transfer on the last day of the month or within the first 10 days of the following month. Payslips with details of gross pay, deductions, and net pay are mandatory.
Taxes
Poland operates a progressive income tax system. Employees pay income tax based on their annual earnings, with rates ranging from 18% to 32%. Employers withhold income tax at source and remit it to the Social Insurance Institution (ZUS) along with social security contributions.
Social Security
Both employers and employees contribute towards social security programs (ZUS) covering pensions, healthcare, unemployment, and parental benefits. Contribution rates vary depending on the employee's salary and type of employment contract.
Poland has a standardized leave policy mandated by the Labour Code:
Annual Leave
Minimum of 26 working days per year, increasing with service duration.
Sick Leave
Up to 182 days per year with doctor's certification, extending to 270 days in specific cases.
Maternity Leave
Up to 144 days of paid leave for female employees, followed by an optional unpaid parental leave (up to 2 years).
Paternity Leave
Up to 2 weeks of paid leave for male employees.
Public Holidays
10 paid public holidays per year.
Probationary Period
The Polish Labour Code allows for a probationary period of up to 3 months. During this time, termination can be easier for both employer and employee.
Termination of Employment
Termination of employment should follow the terms outlined in the contract or the Labour Code. Notice periods vary depending on the reason for termination and the employee's length of service. Severance pay may also be required under certain circumstances.
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