Recruitment in Poland: What every employer should know about employment in Poland
Recruiting employees requires not only knowledge of the market and local laws, but also an understanding of the specifics of the work culture. Before hiring new team members, an employer must not only choose an appropriate form of employment that is satisfying for both sides, but also follow legal requirements regarding vacations, salaries and other employment-related aspects.
Types of contracts in Poland
There are several forms of employment available in Poland, and the choice of the right contract depends on the type of work performed and the expectations of both sides. Each form has advantages that may be relevant to different groups of employees. Professionals in the IT industry often prefer the B2B form because of higher salaries and flexibility. On the other hand, employees in manual professions most often rely on job security, so an employment contract is the preferred form of employment for them. For students, a contract of mandate can be attractive, which in Poland comes with no obligation to pay contributions, resulting in a higher net salary for students under 26. Let’s take a closer look at all available forms of employment.
- Employment contract – provides the greatest protection for the employee. It is concluded for a probationary, fixed-term or permanent period. Regulates rights to vacation, sick pay and other benefits. Both parties to the contract are required to observe a notice period, which, depending on seniority, may be 2 weeks, 1 month or 3 months.
- Contract of mandate – a flexible form of cooperation, often used for temporary projects. The employee is not entitled to vacation, and Social Security contributions are often reduced.
- Contract of specific work – an agreement to perform a specific task, with no obligation to pay Social Security contributions.
- B2B contract – cooperation in the form of self-employment. Popular in the IT and consulting industries, it allows greater flexibility, but requires the employee to register a business. It is attractive to employees because of higher wages compared to other contracts, while for the employer the aspect of reduced operating costs is significant, among other things.
An employer who wants to assess an employee’s qualifications can enter into a probationary contract with the employee. A trial period employment contract is concluded for a period not exceeding:
- 1 month – in case of the intention to conclude an employment contract for a fixed term of less than 6 months;
- 2 months – in case of the intention to conclude an employment contract for a fixed term of at least 6 months and less than 12 months.
Legal requirements of employment in Poland
In Poland, the employment of workers is governed by comprehensive labor laws and social security regulations designed to protect the rights of employees and ensure fair working conditions. Employers must adhere to several key obligations, including:
- Contract registration – All employment contracts must be formally registered with the Social Insurance Institution (ZUS) within specified deadlines.
- Social Security contributions and taxes – Employers are legally obligated to remit social security contributions on behalf of their employees. These contributions cover various benefits, including pension, disability, and healthcare.
- Medical examinations and health and safety training – Every newly hired employee must undergo an initial examination and health and safety training.
- Time records – The employer is required to keep records of working hours and pay wages as agreed.
Salaries and benefits in 2024
Salaries in Poland vary by industry and location, but the national minimum wage is mandatory, which as of July 1, 2024 is:
- PLN 4,300 gross per month for full-time employees;
- PLN 28.10 gross per hour for freelance and part-time contracts.
The national minimum wage changes periodically. According to the Decree of the Council of Ministers of September 12, 2024 on the amount of the minimum wage and the amount of the minimum hourly rate, as of January 1, 2025, the national minimum will be PLN 4,666 gross per month, and PLN 30.50 gross per hour.
Non-wage benefits are becoming more common and expected by employees. Examples of popular benefits that are most commonly offered by employers are:
- Private medical care;
- Sports card (Multisport);
- Flexible working hours or remote working;
- Subsidized courses and training.
Before deciding on the benefits offered at a company, it’s a useful idea to learn about the expectations of professionals in the particular industry in which you want to hire. Industries differ in their expectations, and tailoring benefits to the needs of potential employees increases the chances of attracting top talent. In the IT industry, popular benefits among Polish professionals include:
- 4-day workday;
- Flexible working hours;
- Additional days off;
- Private health care;
- Access to training and courses.
Layoffs and termination of contracts
The termination of an employment relation in Poland requires adherence to the regulations regarding the notice period, which depends on the type of contract and length of service. The notice period is calculated from the first day of the calendar month following the month in which the notice was given.
Probationary contract – notice of termination with 3 to 14 days depending on the length of the contract.
- 3 days if the trial period does not exceed 2 weeks;
- 1 week if the trial period is longer than 2 weeks;
- 2 weeks if the trial period is 3 months.
Fixed-term and indefinite-term contract:
- 2 weeks – for employees employed up to 6 months;
- 1 month – for length of service contained in the period from 6 months to 3 years;
- 3 months after working more than 3 years with the employer.
However, the length of the notice period may also be determined by the terms of the contract.
Days off and vacation entitlement
Every employee employed under an employment contract is entitled to vacations, regulated by the Labor Code. Employees are entitled to days off in the form of:
Vacation leave:
- 20 days – for employees with less than 10 years of seniority;
- 26 days – for employees with at least 10 years of seniority;
- In the case of part-time employment, the number of vacation days is determined in proportion to the full-time position. For example, with part-time employment, 10 or 13 days of leave are granted.
Leave on demand: 4 days per year, included in vacation leave.
Parental leave: 32 weeks (to be shared between parents).
Maternity leave: 20 weeks, 6 of which can be taken before childbirth.
Paternity leave: 2 weeks, to be taken within 12 months of the child’s birth.
Health (sick) leave: up to 33 days per year, paid 80% of salary paid by the employer.
Public holidays: an employee is entitled to days off during holidays that are statutory holidays (e.g. January 1, May 3, November 1). You can read more about public holidays in Poland in our post here.
In addition, employees are entitled to other days off, for example:
Occasional leave:
- 2 days – your own wedding, the birth of a child, the funeral of loved ones (parents, spouse, child);
- 1 day – wedding of a child or funeral of one of the family members.
Child care leave: an additional 2 days leave when the employee raises a child up to the age of 14.
The most popular job portals in Poland
Employers and candidates both have a number of platforms at their disposal that make it easy to find the perfect offers and the best talent. Here are some of the most popular sites in Poland:
- Pracuj.pl– the largest job search engine in Poland, which stands out with a wide range of job postings from every industry and for different levels of experience.
- Praca.pl – this site offers a rich collection of job offers, career advice and a practical salary calculator.
- GoWork.pl – a platform that not only presents numerous job offers, but also allows users to read opinions on employers.
- Aplikuj.pl – a site with an extensive database of job offers in various industries.
- Jobs.pl – a portal that collects job offers in Poland and abroad, with a dominant category of manual labor offers.
- Indeed – a job portal that allows users to search and apply for a variety of positions in different industries
- NoFluffJobs.pl – a specialized portal focused on job offers in the IT industry, but also available for people in other areas, such as marketing or sales. It places a strong emphasis on salary transparency.
- Justjoin.it – Portal dedicated to job offers in the IT industry.
- RocketJobs.it – A site that brings together job offers from various industries, including marketing, finance, HR and IT.
- Bulldogjob – A portal aimed at IT professionals.
Choosing the right portal affects the success of the search for specialized talent. Each of the listed sites offers unique functionalities that address the diverse needs of the Polish labour market.
Why hire specialists from Poland?
Poland stands out for its reliable approach to work and the high quality of its services. It is particularly rich in highly skilled IT specialists, who achieve excellent performance results compared to other nations. What’s more, Polish professionals speak English at a high level, which makes it easier to work with companies from all over the world. For more information on the benefits of hiring Polish IT professionals, see our article The Global IT Rankings: Poland at the top with the best programmers in the world.
We also encourage you to read our article, in which we answer our clients’ most common questions about hiring professionals in Poland on a B2B basis.
Looking for specialists to join your team? Let us help you find the best talent! Contact us at info@itselecta.com or call us +48 508 033 065.
Are you looking for work in Poland? Check our current job offers here!