Polish Employment Law: What Expats and Foreign Employers Need to Know (2026)

Polish labour law is considerably more protective of employees than many common-law jurisdictions. The Polish Labour Code (Kodeks pracy), in force since 1974 and heavily amended since, grants employees strong protections against dismissal, minimum notice periods, and rights to severance pay. For expats working in Poland and for foreign companies employing Polish staff, understanding these rules early can prevent costly disputes.

Types of Employment Contract

The Labour Code recognises three types of contract: for an indefinite period (the most protective for employees), for a definite period (limited to 33 months in total across a maximum of three fixed-term contracts with the same employer), and for a probationary period (up to 3 months). Fixed-term contracts that exceed the 33-month limit automatically convert to indefinite contracts by operation of law.

Poland also has a significant B2B (self-employment) market — many professionals operate through their own sole-trader entities (JDG) and invoice employers. This can be tax-advantageous but carries legal risks if the arrangement resembles employment in substance (the ZUS social insurance authority can reclassify B2B arrangements as employment and claim backdated contributions).

Minimum Wage and Working Time

Poland's minimum wage is reviewed annually. From January 2026, it stands at PLN 4,666 gross per month (approx. €1,050). The standard working week is 40 hours across 5 days. Overtime is permitted up to 150 hours per year (or more by collective agreement) and must be compensated with time off or a 50%–100% premium.

Dismissal and Redundancy Rules

Dismissing an employee in Poland requires written notice giving reasons. Notice periods depend on length of service: 2 weeks (under 6 months), 1 month (6 months to 3 years), 3 months (over 3 years). Dismissal without notice (summary termination) is only lawful in cases of gross misconduct, loss of rights required for the role, or prolonged illness.

Employees on indefinite contracts are entitled to consultation with their trade union (if any) before notice is given. Certain protected categories — pregnant employees, employees on parental leave, employees in pre-retirement age — cannot be dismissed at all.

Collective redundancy (affecting 10+ employees in 30 days) triggers a statutory procedure involving notification of the Labour Office and a 20–30 day consultation period with employee representatives. Severance pay (1–3 months' salary depending on service length) is mandatory.

Non-Compete Clauses

Post-termination non-compete agreements are enforceable in Poland but must be in writing, specify the scope and duration (maximum 2 years is typical practice), and provide for compensation of at least 25% of the employee's pre-termination salary during the restricted period. Non-competes without adequate compensation can be challenged as unenforceable.

Expat-Specific Considerations

Foreign nationals posted to Poland must comply with Polish employment law regardless of the law governing their contract. Employers must register posted workers with the National Labour Inspectorate (PIP). Tax and social security treatment depends on the length of stay and applicable double-taxation treaty.

Frequently Asked Questions

Can an employer in Poland dismiss an employee at will?

No. Polish law requires a valid reason for dismissal of employees on indefinite contracts, and the reason must be communicated in writing. Unjustified dismissal entitles the employee to reinstatement or compensation of 1–3 months' salary.

Is maternity pay in Poland funded by the employer?

No. Statutory maternity pay (100% of salary for the first 20 weeks) is funded by ZUS (the Polish Social Insurance Institution), not the employer. The employer pays social contributions that fund the system.

Are employment contracts in Poland required to be in Polish?

There is no legal requirement for contracts to be in Polish, but employment agreements with Polish-resident employees must comply with Polish law regardless of language. Bilingual contracts are common practice for expat hires.