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* Playroll continues to analyse immediate opportunities and fulfilled roles by recruitment partners, contractors and employers to identify in-demand jobs.
In Poland, employees bound by non-compete agreements are entitled to compensation for the entire duration of the agreement, which cannot be less than 25% of their last salary.
Polish law permits employers to demand employee availability beyond standard work hours, with such on-call time not considered part of their work hours if no tasks are performed. Nonetheless, any on-duty duration must respect the employee's entitlement to adequate rest.
In recent years, Poland's economy has seen substantial growth, making it an enticing destination for job seekers. With thriving industries in manufacturing, IT, finance, tourism, and services, individuals have access to a wide array of job opportunities within the country.
Polish employees are entitled to an allowance to cover any expenses deemed necessary to perform work remotely. This typically includes electricity, internet and telecommunication services.
Polish labour law classifies contracts as indefinite, extendable fixed-term (up to 33 months), and probationary (up to three months). Employment contracts must be in writing and include, at a minimum, the following information for legal validity:
Although not obligatory, probation or trial periods are often specified in the employment contract, with three months being a common standard practice in Poland.
In Poland, the typical workweek consists of 40 hours, spanning eight hours per day and a maximum of 45 hours weekly.
Going beyond regular work hours results in overtime pay, capped at 48 hours per week and 150 hours per year. Overtime pay is 200% for night, Sunday, or non-working day overtime, and 150% for other overtime. Polish employees can choose time off instead of pay.
The minimum wage in Poland is 23.5 PLN an hour.
There is no legal requirment for 13th-month salary payment in Poland.
Poland uses a 'Pay As You Earn' income tax system with progressive rates from 12% to 32%. All taxpayers in Poland can enjoy a tax-free amount of 30,000 PLN, which results in a yearly tax reduction of 3,600 PLN (300 PLN per month). Additionally, a 4% solidarity tax applies to high incomes exceeding 1 million PLN.
Contributions to pension insurance are financed in equal parts between the employer and the employee. Retirement schemes are mandatory in Poland for all workers.
The tax-related information provided in this guide is intended for general guidance and informational purposes only. Reach out to our dedicated team for insights on remote hiring in Poland tailored to your needs.
The process of termination varies depending on the specific terms outlined in the employment agreement and any existing collective agreements. It is also determined by the type of contract and the underlying reason for the termination.
In Poland, the notice period for a temporary or permanent employee is dependent on the employee’s length of service as below:
For employers with more than 20 employees - or for employees who have been dismissed by fault of the employer - the severance pay is dependent on the employee’s length of service, as detailed below:
Polish employees are also entitled to the following public holidays:
Legal and compliance experts are readily available to provide guidance and case-by-case Q&A support.
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