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19.48% - 22.14%
23%
The extent of entitlement to paid sick leave is determined by an employee's age. Employees aged under 50 are entitled to 33 days' sick leave paid by their employers (with social security responsible for payments from day 34 onward). Employees aged over 50 are entitled to 14 days' sick leave paid by their employers (with social security responsible for payments from day 15 onward). Sick leave payments are 80% of salary unless the illness occurred during pregnancy or is work-related (in which case the payments are 100% of the employee's salary).
Maternity leave is paid by social security at 100% of the mother's regular salary for a period determined by the number of children born or adopted:
Paid paternity leave in Poland is two weeks, with 100% of the father's salary paid by social security.
Termination processes vary according to the type of contract, the reason for termination, the employment contract, and any collective agreements that are in place.
Love it! It has been an essential tool for us, the perks of having everything at the point of my fingers. Using RemotePass has been super efficient. The platform is user-friendly and fast, and communication with customer service is truly a "gold standard".
Working with RemotePass has been extremely easy and effortless. The customer support team are second to none - always quick to respond, always helping with desire and delivering perhaps some of the best customer service we have ever encountered. Onboarding new contractors and employees is quick and easy, and we are happy to recommend RemotePass to others
RemotePass has hands down been one of the best (useful and easy to use) platforms I've worked with in the past few years!
RemotePass has been a great success partner for Amwal, it truly enabled us to be international talent friendly. Attracting top talent without the hassle of thinking how we would hire and pay abroad.
RemotePass has really helped us take the pain out of managing salary payments, contract managements, and admin work with our remote teams. They feel much more in control and more connected because of it.
RemotePass is a game-changer for us. It has made managing our remote teams effortless and has greatly improved the process of hiring, managing and collaborating with our team remotely. Highly recommended
We’re delighted to express our satisfaction regarding our collaboration with RemotePass. Their cutting-edge cloud-based platform has revolutionized our workforce and hiring procedures, enabling us to enhance efficiency and effectiveness in managing everything. It serves as a comprehensive solution that has greatly simplified our operations, making remote work effortless.
RemotePass has been so efficient for us as we have at least 60% of our team being remote. Especially for tracking if everyone has been paid out or if they have reimbursements, we don't have to manually do it one by one anymore. It's also really good since we are in compliance with each and every single one of our remote teams' place of residence.
Brilliant service. We love and we'd be using it for the years to come. Also great customer success management as well!
We love the entire system you guys have built, it's user-friendly and in particular we love the automated notifications part. Employees are automatically informed about the payment status and they receive the payment in a couple of hours after they get notified vs. manually asking us. Thanks for your ongoing support
Using RemotePass has been an absolute game-changer for our operations - knowing that we have a reliable partner on our side even in complex regions efficiently (this has previously been a big headache for us), allows our teams to focus exclusively on client service and product delivery
We were looking for a simple and affordable product and RemotePass more than delivered. RemotePass helped us streamline and manage our remote teams. RemotePass understood us as a company and provided us the support and confidence that we are compliant with regulations, our remote teams have excellent support, and that we made the right choice
RemotePass has been very helpful as it streamlines the payment process to our consultants, with a simple 2 to 3 clicks the job is done. It is effortless and straightforward to use. The most important thing is that It eliminates any compliance risks we might face, and the lengthy verification process. Overall the system is excellent, and I would recommend it to other organizations.
The product has been incredibly a game-changer for us as we scaled our team globally. Creating a great first impression when onboarding remote teams. Everything centralized in one place. Love it!
Our work with RemotePass is a partnership based on trust and credibility we are proud to have. With RemotePass services, onboarding and payroll for our global team is well managed and our employees feel safe and cared for.
I was instantly impressed with the UI/UX of the RemotePass platform, it is incredibly user-friendly and the feedback I have received from the remote workers has been excellent. Having supplied contract and remote staff to clients in the Middle East for several years, I have been used to a very manual and labor-heavy process when it comes to payroll and compliance. After one demonstration from the team at RemotePass I switched from using an existing supplier, as I get better value and service using this platform.
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With a rapidly growing tech sector and strategic European location, Poland delivers quality talent at competitive costs. This guide covers everything you need to know to hire in Poland with confidence.
RemotePass makes hiring in Poland simple. We handle compliance, contracts, and payroll. You focus on building your business.
Contracts in Poland must meet specific legal standards. Here’s the framework we use to ensure each employment agreement covers all mandatory terms.
To stay compliant in Poland, employment contracts need to clearly define the main terms of the job from day one. Below are the details that must be included to stay compliant.
Employee Information
Poland’s payroll system is structured around statutory wage rules, social security contributions, and straightforward monthly payments. Here’s how payroll works for employers hiring in Poland.
Salary currency
Polish złoty (PLN, zł)
Minimum Wage
Monthly: PLN 4,666
Hourly: PLN 30.50
Hours per Week
40 hours per week / Eight hours per day
Payroll Frequency
Monthly
Weekdays
Monday through Friday
Mandatory Bonuses
None.
Gross salary does not follow a standardized structure in Poland.
Employer Cost %
Pension (emerytalne):
9.76%
Disability (rentowe):
6.50%
Accident (wypadkowe):
1.67% (varies by company risk category)
Labour Fund (Fundusz Pracy) Unemployment:
2.45%
Employee Benefits Fund (FGŚP):
0.10%
Pracownicze Plany Kapitałowe (PPK):
Minimum 1.5% of the employee’s salary, up to 4% (employees may opt out)
Income up to PLN 30,000 per year is tax-free under the tax-free allowance.
Up to PLN 120,000: 12% tax rate
Above PLN 120,000: 32% tax rate
Total Employee Contribution:
22.71%
Pension Insurance (emerytalne):
9.76%
Disability Insurance (rentowe):
1.5%
Sickness Insurance (chorobowe):
2.45%
Health Insurance (zdrowotne):
9%
Pracownicze Plany Kapitałowe (PPK):
2% basic rate, with option to increase up to 4%. Employees can opt out.
General income is taxed under a national and regional progressive system, so effective rates vary by autonomous community.
Income up to 30,000 PLN per year is effectively tax-free through a 3,600 PLN tax reduction.
Income above 120,000 PLN per year is taxed at 10,800 PLN plus 32% of the amount exceeding 120,000 PLN.
For income over 1,000,000 PLN per year, an additional 4% solidarity surcharge applies to the excess.
Self-employed individuals and certain categories of workers can choose a flat 19% tax, or lump-sum taxation (3% - 17%), depending on the type of business activity.
| Benefits | Provider | Funded Through | Notes |
|---|---|---|---|
| Health Insurance | Government |
Payroll Contributions |
Health insurance is mandatory for all employees. Employers must register employees with ZUS within seven days of starting work (Form ZUS ZUA). Coverage for social insurance (retirement, disability, sickness, accident) and health insurance begins on the employee’s first working day, regardless of when ZUS processes the registration. |
| Pension/Social Security | Government |
Payroll Contributions |
Pension, Disability, Sickness, Accident Insurance, the Labour Fund, and the Guaranteed Employee Benefits Fund are all mandatory. Employers must register employees with ZUS and ensure all contributions are paid. PPK (Pracownicze Plany Kapitałowe) is a long-term savings scheme that employers must enroll employees in, but employees may opt out. PPK is co-financed by the employer, employee, and the state. |
Annual leave
Employees get 20 working days of annual leave if their total length of service (including eligible education periods) is less than ten years, and 26 working days if they have ten years or more of service.
Annual leave must generally be used within the year it is earned, unless carried over. Any unused leave becomes time-barred after 30 September of the following year.
At least one portion of annual leave must last for fourteen consecutive calendar days.
Employers must schedule leave according to a leave plan that balances employee preferences with operational needs. Failure to grant leave may result in fines ranging from PLN 1,000 to PLN 30,000.
Employees are also entitled to four days of leave on request (“urlop na żądanie”), which can be taken on the same day they notify the employer
Public holidays
Poland observes fourteen statutory public holidays, including the newly introduced Christmas Eve holiday.
Eight national holidays
Employees receive an additional day off if a public holiday falls on a Saturday.
Sick Leave
Employers must pay sick leave at:
80% of the employee’s average assessment basis (typically the average gross monthly salary over the past twelve months), or
100% in special situations such as:
illness during pregnancy,
an accident on the way to or from work,
medical procedures involving organ, tissue, or cell donation.
Employer-funded sick pay is limited to:
up to 33 calendar days per year for employees under fifty, or
up to 14 days per year for employees aged 50 or older.
Employees must complete a 30-day continuous insurance period (the “waiting period”) before becoming eligible.
Maternity Leave
Standard maternity leave is 20 weeks for the birth of one child.
For multiple births, the entitlement increases to:
31 weeks for twins
33 weeks for triplets
35 weeks for quadruplets
37 weeks for five or more children
Maternity leave is compensated at 100% of salary, paid by the Social Insurance Institution (ZUS).
Employees may begin maternity leave up to six weeks before the expected delivery date.
Paternity Leave
Fathers are entitled to two weeks of fully paid paternity leave, which must be taken before the child reaches 24 months of age.
This leave is paid at 100% of salary, funded by ZUS.
Other Types of Leave
Polish law provides several additional leave entitlements, including:
Parental Leave:
41 weeks after maternity leave ends (paid at 70%), or 43 weeks for multiple births.
Each parent has an exclusive nine-week portion that cannot be transferred.
Childcare Leave: Up to 36 months, which may be taken in up to five parts.
Marriage Leave: Two days
Child Birth Leave: Two days
Bereavement Leave:
Two days for the death or funeral of a child, spouse, parent, stepfather, or stepmother
One day for the funeral of a sibling, mother-in-law, father-in-law, grandmother, or grandfather
Training Leave: Six days for external exams and twenty-one days for a thesis diploma.
Time Off for Force Majeure: Two days per year with 50% salary.
Carer’s Leave: Five days per year to care for a relative or household member who requires significant support due to a serious medical reason.
Ending an employment relationship in Poland requires thoughtful handling, as labor law sets clear rules for notice, severance, and documentation.
Here’s what you need to know to manage resignations, dismissals, and contract endings confidently and compliantly.
| Type | Possible? |
|---|---|
| Termination for Cause (poor performance, misconduct, etc.) | Yes |
| Termination without Cause | Yes |
| Mutual Termination Agreement (MTA) | Yes |
| Redundancy | Not possible under the EOR setup |
Employee
Resignations
Termination
with Cause
Termination
without Cause
Mutual Termination
Agreement
Fixed Term
Contract
Employees get 20 working days if they have less than 10 years of total service, or 26 days if they have 10+ years. "Total service" includes eligible education periods (e.g., university degrees count toward service years). During the first year, leave accrues monthly at 1/12 of the annual entitlement.
ZUS is Poland's Social Insurance Institution. You must register new employees within seven days of their start date using Form ZUS ZUA. Coverage for social insurance (retirement, disability, sickness, accident) and health insurance begins on the employee's first working day, regardless of when ZUS processes the registration.
PPK (Pracownicze Plany Kapitałowe) is a long-term employee savings scheme. Employers contribute a minimum of 1.5% of salary (up to 4%), and employees contribute 2% (up to 4%). It's mandatory to enroll employees, but they can choose to opt out.
Notice periods depend on length of employment:
These apply to both employee resignations and employer terminations without cause.
Severance is mandatory for business-related dismissals (like restructuring or bankruptcy) if you have at least 20 employees. The amount depends on service:
Severance is capped at 15 times the national minimum wage.
Employees get four days per year of leave they can take on the same day they notify you—no advance notice required. It's designed for urgent personal matters.
Final payments are processed upon termination. Late or non-payment can result in fines from PLN 1,000 to PLN 30,000, and the Labour Inspectorate can order immediate payment.
Love it! It has been an essential tool for us, the perks of having everything at the point of my fingers. Using RemotePass has been super efficient. The platform is user-friendly and fast, and communication with customer service is truly a "gold standard".
Working with RemotePass has been extremely easy and effortless. The customer support team are second to none - always quick to respond, always helping with desire and delivering perhaps some of the best customer service we have ever encountered. Onboarding new contractors and employees is quick and easy, and we are happy to recommend RemotePass to others
RemotePass has hands down been one of the best (useful and easy to use) platforms I've worked with in the past few years!
RemotePass has been a great success partner for Amwal, it truly enabled us to be international talent friendly. Attracting top talent without the hassle of thinking how we would hire and pay abroad.
RemotePass has really helped us take the pain out of managing salary payments, contract managements, and admin work with our remote teams. They feel much more in control and more connected because of it.
RemotePass is a game-changer for us. It has made managing our remote teams effortless and has greatly improved the process of hiring, managing and collaborating with our team remotely. Highly recommended
We’re delighted to express our satisfaction regarding our collaboration with RemotePass. Their cutting-edge cloud-based platform has revolutionized our workforce and hiring procedures, enabling us to enhance efficiency and effectiveness in managing everything. It serves as a comprehensive solution that has greatly simplified our operations, making remote work effortless.
RemotePass has been so efficient for us as we have at least 60% of our team being remote. Especially for tracking if everyone has been paid out or if they have reimbursements, we don't have to manually do it one by one anymore. It's also really good since we are in compliance with each and every single one of our remote teams' place of residence.
Brilliant service. We love and we'd be using it for the years to come. Also great customer success management as well!
We love the entire system you guys have built, it's user-friendly and in particular we love the automated notifications part. Employees are automatically informed about the payment status and they receive the payment in a couple of hours after they get notified vs. manually asking us. Thanks for your ongoing support
Using RemotePass has been an absolute game-changer for our operations - knowing that we have a reliable partner on our side even in complex regions efficiently (this has previously been a big headache for us), allows our teams to focus exclusively on client service and product delivery
We were looking for a simple and affordable product and RemotePass more than delivered. RemotePass helped us streamline and manage our remote teams. RemotePass understood us as a company and provided us the support and confidence that we are compliant with regulations, our remote teams have excellent support, and that we made the right choice
RemotePass has been very helpful as it streamlines the payment process to our consultants, with a simple 2 to 3 clicks the job is done. It is effortless and straightforward to use. The most important thing is that It eliminates any compliance risks we might face, and the lengthy verification process. Overall the system is excellent, and I would recommend it to other organizations.
The product has been incredibly a game-changer for us as we scaled our team globally. Creating a great first impression when onboarding remote teams. Everything centralized in one place. Love it!
Our work with RemotePass is a partnership based on trust and credibility we are proud to have. With RemotePass services, onboarding and payroll for our global team is well managed and our employees feel safe and cared for.
I was instantly impressed with the UI/UX of the RemotePass platform, it is incredibly user-friendly and the feedback I have received from the remote workers has been excellent. Having supplied contract and remote staff to clients in the Middle East for several years, I have been used to a very manual and labor-heavy process when it comes to payroll and compliance. After one demonstration from the team at RemotePass I switched from using an existing supplier, as I get better value and service using this platform.
19.48% - 22.14%
23%
The extent of entitlement to paid sick leave is determined by an employee's age. Employees aged under 50 are entitled to 33 days' sick leave paid by their employers (with social security responsible for payments from day 34 onward). Employees aged over 50 are entitled to 14 days' sick leave paid by their employers (with social security responsible for payments from day 15 onward). Sick leave payments are 80% of salary unless the illness occurred during pregnancy or is work-related (in which case the payments are 100% of the employee's salary).
Maternity leave is paid by social security at 100% of the mother's regular salary for a period determined by the number of children born or adopted:
Paid paternity leave in Poland is two weeks, with 100% of the father's salary paid by social security.
Termination processes vary according to the type of contract, the reason for termination, the employment contract, and any collective agreements that are in place.
أحببت هذه المنصة! ريموت باس هي أداة ضرورية بالنسبة لنا، وتقدم لنا ميزة الحصول على كل شيء بسهولة في مكان واحد. كان استخدام منصة ريموت باس فعالًا للغاية، إذ إن المنصة سهلة الاستخدام وسريعة، ويشكل التواصل مع خدمة العملاء البنيان الأساسي و الميزة الخاصة في العلاقة التي تربطنا بمنصة ريموت باس .
لقد كانت ريموت باس أحد أفضل المنصات المفيدة وسهلة الاستخدام التي عملت معها في السنوات القليلة الماضية!
منصة ريموت باس فعالة للغاية بالنسبة لنا، إذ يعمل ما لا يقل عن 60٪ من فريقنا عن بعد. وهي مفيدة بشكلٍ خاص لتتبع عمليات الدفع للجميع أو للتحقق من وجود تعويضات، فلا داعي لفعل ذلك يدويًا لكل فرد كل مرة. منصة ريموت-باس هي حقًا ممتازة لأننا نلتزم بالقوانين المحلية في مواقع إقامة كل عضو من أعضائنا العاملين عن بعد.
بفضل منصة ريموت باس، تمكنت شركة سويڤل من أن تصبح أكثر مرونة، مما سمح لنا بتوظيف أفضل المواهب عن بعد. نعتبر ريموت باس شريكًا رائعًا لتتبع خطط نمو سويڤل بسرعة في بلدان متعددة. نوجه شكرًا خاصًا لفريق الدعم على الخدمة المثالية التي يقدمها.
خدمة رائعة للغاية. نحب هذه المنصة وسنستخدمها في السنوات القادمة. كما أن خدمة العملاء ناجحة وعظيمة!
ما أروع النظام الذي صنعتموه يا رفاق! فهو سهل الاستخدام ونحب على وجه الخصوص خاصية الإشعارات الآلية، حيث يتم تبليغ الموظفين تلقائيًا بالدفع ويتلقون الدفعات في غضون ساعتين بعد إخطارهم بدلًا من فعل ذلك يدويًا. شكرًا على دعمكم المستمر.
تجربتنا مع منصة ريموت باس كانت مذهلة والدعم الذي قدمته لي في معاملتي الأخيرة كان رائعًا. أحببت حقًا خاصية إشعار المتابعة وتزويدي بالتفاصيل. هذا أمر رائع للغاية. شكرًا على مساعدتكم.
شكل استخدام ريموت باس تغييرًا جذريًا في كيفية إنجاز عملياتنا، وأصبح لدينا شريكًا موثوقًا به يساندنا في المناطق المعقدة ويقدم لنا الدعم بكفاءة (كان هذا في السابق مشكلة كبيرة لدينا). وهي سمحت لفرقنا بالتركيز بالكامل على خدمة الزبناء و تحسين المردودية.
كنا نبحث عن منتج بسيط وبأسعار معقولة وقامت ريموت باس بتلبية ذلك وأكثر. ساعدتنا المنصة على تبسيط وإدارة فرقنا العاملة عن بعد. لقد فهمت منصة ريموت باس احتياجاتنا كشركة، وقدمت لنا الدعم وأصبحت لدينا الثقة بأننا نمتثل للقوانين وأن فرقنا العاملة عن بعد تحصل على دعم ممتاز. الأكيد أننا اتخذنا الخيار الصحيح.
منصة ريموت باس مفيدة للغاية لأنها تُبسط عملية الدفع لمستشارينا، فتُنجز المهمة من خلال نقرتين إلى ثلاث نقرات بسيطة. إنها سهلة الاستخدام ومباشرة. أهم شيء هو أنها تقضي على أي مخاطر متعلقة بالامتثال ، وتقلص وقت إنجاز عملية التحقق المطولة. عمومًا، منصة ممتازة، وأوصي بها للمؤسسات الأخرى.
هذه الخدمة مفيدة بشكل لا يصدق بالنسبة لنا حيث قمنا بتوسيع نطاق فريقنا على مستوى العالم. وهي تترك انطباعًا أوليًا رائعًا عند إعداد الفرق العاملة عن بعد. كل شيء مركَّز في مكان واحد. أحببتها!
يشكل عملنا مع ريموت باس شراكة قائمة على الثقة والمصداقية، ونحن نفتخر بوجودها. من خلال خدمات ريموت باس، تُدار عملية إعداد الموظفين وكشوف الرواتب لفريقنا العالمي بسهولة ويشعر موظفونا بالأمان والاهتمام.
ذهلت على الفور بواجهة المستخدم لمنصة ريموت باس، فهي سهلة الاستخدام للغاية والتعليقات التي تلقيتها من الموظفين عن بُعد كانت ممتازة. لقد عملت في مجال تزويد العقود والموظفين عن بعد للعملاء في الشرق الأوسط على مدى عدة سنوات، واعتدت على إنجاز مهام كشوف الرواتب والامتثال بشكلٍ يدوي وهو أمر شاق للغاية. بعد مشاهدة عرض توضيحي واحد من الفريق في ريموت باس، استبدلت المزود آنذاك بريموت باس، إذ قدمت لي المنصة قيمة هائلة وخدمة رائعة.
With a rapidly growing tech sector and strategic European location, Poland delivers quality talent at competitive costs. This guide covers everything you need to know to hire in Poland with confidence.
RemotePass makes hiring in Poland simple. We handle compliance, contracts, and payroll. You focus on building your business.
Contracts in Poland must meet specific legal standards. Here’s the framework we use to ensure each employment agreement covers all mandatory terms.
To stay compliant in Poland, employment contracts need to clearly define the main terms of the job from day one. Below are the details that must be included to stay compliant.
Employee Information
Poland’s payroll system is structured around statutory wage rules, social security contributions, and straightforward monthly payments. Here’s how payroll works for employers hiring in Poland.
Salary currency
Polish złoty (PLN, zł)
Minimum Wage
Monthly: PLN 4,666
Hourly: PLN 30.50
Hours per Week
40 hours per week / Eight hours per day
Payroll Frequency
Monthly
Weekdays
Monday through Friday
Mandatory Bonuses
None.
Gross salary does not follow a standardized structure in Poland.
Employer Cost %
Pension (emerytalne):
9.76%
Disability (rentowe):
6.50%
Accident (wypadkowe):
1.67% (varies by company risk category)
Labour Fund (Fundusz Pracy) Unemployment:
2.45%
Employee Benefits Fund (FGŚP):
0.10%
Pracownicze Plany Kapitałowe (PPK):
Minimum 1.5% of the employee’s salary, up to 4% (employees may opt out)
Income up to PLN 30,000 per year is tax-free under the tax-free allowance.
Up to PLN 120,000: 12% tax rate
Above PLN 120,000: 32% tax rate
Total Employee Contribution:
22.71%
Pension Insurance (emerytalne):
9.76%
Disability Insurance (rentowe):
1.5%
Sickness Insurance (chorobowe):
2.45%
Health Insurance (zdrowotne):
9%
Pracownicze Plany Kapitałowe (PPK):
2% basic rate, with option to increase up to 4%. Employees can opt out.
General income is taxed under a national and regional progressive system, so effective rates vary by autonomous community.
Income up to 30,000 PLN per year is effectively tax-free through a 3,600 PLN tax reduction.
Income above 120,000 PLN per year is taxed at 10,800 PLN plus 32% of the amount exceeding 120,000 PLN.
For income over 1,000,000 PLN per year, an additional 4% solidarity surcharge applies to the excess.
Self-employed individuals and certain categories of workers can choose a flat 19% tax, or lump-sum taxation (3% - 17%), depending on the type of business activity.
| Benefits | Provider | Funded Through | Notes |
|---|---|---|---|
| Health Insurance | Government |
Payroll Contributions |
Health insurance is mandatory for all employees. Employers must register employees with ZUS within seven days of starting work (Form ZUS ZUA). Coverage for social insurance (retirement, disability, sickness, accident) and health insurance begins on the employee’s first working day, regardless of when ZUS processes the registration. |
| Pension/Social Security | Government |
Payroll Contributions |
Pension, Disability, Sickness, Accident Insurance, the Labour Fund, and the Guaranteed Employee Benefits Fund are all mandatory. Employers must register employees with ZUS and ensure all contributions are paid. PPK (Pracownicze Plany Kapitałowe) is a long-term savings scheme that employers must enroll employees in, but employees may opt out. PPK is co-financed by the employer, employee, and the state. |
Annual leave
Employees get 20 working days of annual leave if their total length of service (including eligible education periods) is less than ten years, and 26 working days if they have ten years or more of service.
Annual leave must generally be used within the year it is earned, unless carried over. Any unused leave becomes time-barred after 30 September of the following year.
At least one portion of annual leave must last for fourteen consecutive calendar days.
Employers must schedule leave according to a leave plan that balances employee preferences with operational needs. Failure to grant leave may result in fines ranging from PLN 1,000 to PLN 30,000.
Employees are also entitled to four days of leave on request (“urlop na żądanie”), which can be taken on the same day they notify the employer
Public holidays
Poland observes fourteen statutory public holidays, including the newly introduced Christmas Eve holiday.
Eight national holidays
Employees receive an additional day off if a public holiday falls on a Saturday.
Sick Leave
Employers must pay sick leave at:
80% of the employee’s average assessment basis (typically the average gross monthly salary over the past twelve months), or
100% in special situations such as:
illness during pregnancy,
an accident on the way to or from work,
medical procedures involving organ, tissue, or cell donation.
Employer-funded sick pay is limited to:
up to 33 calendar days per year for employees under fifty, or
up to 14 days per year for employees aged 50 or older.
Employees must complete a 30-day continuous insurance period (the “waiting period”) before becoming eligible.
Maternity Leave
Standard maternity leave is 20 weeks for the birth of one child.
For multiple births, the entitlement increases to:
31 weeks for twins
33 weeks for triplets
35 weeks for quadruplets
37 weeks for five or more children
Maternity leave is compensated at 100% of salary, paid by the Social Insurance Institution (ZUS).
Employees may begin maternity leave up to six weeks before the expected delivery date.
Paternity Leave
Fathers are entitled to two weeks of fully paid paternity leave, which must be taken before the child reaches 24 months of age.
This leave is paid at 100% of salary, funded by ZUS.
Other Types of Leave
Polish law provides several additional leave entitlements, including:
Parental Leave:
41 weeks after maternity leave ends (paid at 70%), or 43 weeks for multiple births.
Each parent has an exclusive nine-week portion that cannot be transferred.
Childcare Leave: Up to 36 months, which may be taken in up to five parts.
Marriage Leave: Two days
Child Birth Leave: Two days
Bereavement Leave:
Two days for the death or funeral of a child, spouse, parent, stepfather, or stepmother
One day for the funeral of a sibling, mother-in-law, father-in-law, grandmother, or grandfather
Training Leave: Six days for external exams and twenty-one days for a thesis diploma.
Time Off for Force Majeure: Two days per year with 50% salary.
Carer’s Leave: Five days per year to care for a relative or household member who requires significant support due to a serious medical reason.
Ending an employment relationship in Poland requires thoughtful handling, as labor law sets clear rules for notice, severance, and documentation.
Here’s what you need to know to manage resignations, dismissals, and contract endings confidently and compliantly.
| Type | Possible? |
|---|---|
| Termination for Cause (poor performance, misconduct, etc.) | Yes |
| Termination without Cause | Yes |
| Mutual Termination Agreement (MTA) | Yes |
| Redundancy | Not possible under the EOR setup |
Employee
Resignations
Termination
with Cause
Termination
without Cause
Mutual Termination
Agreement
Fixed Term
Contract
Employees get 20 working days if they have less than 10 years of total service, or 26 days if they have 10+ years. "Total service" includes eligible education periods (e.g., university degrees count toward service years). During the first year, leave accrues monthly at 1/12 of the annual entitlement.
ZUS is Poland's Social Insurance Institution. You must register new employees within seven days of their start date using Form ZUS ZUA. Coverage for social insurance (retirement, disability, sickness, accident) and health insurance begins on the employee's first working day, regardless of when ZUS processes the registration.
PPK (Pracownicze Plany Kapitałowe) is a long-term employee savings scheme. Employers contribute a minimum of 1.5% of salary (up to 4%), and employees contribute 2% (up to 4%). It's mandatory to enroll employees, but they can choose to opt out.
Notice periods depend on length of employment:
These apply to both employee resignations and employer terminations without cause.
Severance is mandatory for business-related dismissals (like restructuring or bankruptcy) if you have at least 20 employees. The amount depends on service:
Severance is capped at 15 times the national minimum wage.
Employees get four days per year of leave they can take on the same day they notify you—no advance notice required. It's designed for urgent personal matters.
Final payments are processed upon termination. Late or non-payment can result in fines from PLN 1,000 to PLN 30,000, and the Labour Inspectorate can order immediate payment.
أحببت هذه المنصة! ريموت باس هي أداة ضرورية بالنسبة لنا، وتقدم لنا ميزة الحصول على كل شيء بسهولة في مكان واحد. كان استخدام منصة ريموت باس فعالًا للغاية، إذ إن المنصة سهلة الاستخدام وسريعة، ويشكل التواصل مع خدمة العملاء البنيان الأساسي و الميزة الخاصة في العلاقة التي تربطنا بمنصة ريموت باس .
لقد كانت ريموت باس أحد أفضل المنصات المفيدة وسهلة الاستخدام التي عملت معها في السنوات القليلة الماضية!
منصة ريموت باس فعالة للغاية بالنسبة لنا، إذ يعمل ما لا يقل عن 60٪ من فريقنا عن بعد. وهي مفيدة بشكلٍ خاص لتتبع عمليات الدفع للجميع أو للتحقق من وجود تعويضات، فلا داعي لفعل ذلك يدويًا لكل فرد كل مرة. منصة ريموت-باس هي حقًا ممتازة لأننا نلتزم بالقوانين المحلية في مواقع إقامة كل عضو من أعضائنا العاملين عن بعد.
بفضل منصة ريموت باس، تمكنت شركة سويڤل من أن تصبح أكثر مرونة، مما سمح لنا بتوظيف أفضل المواهب عن بعد. نعتبر ريموت باس شريكًا رائعًا لتتبع خطط نمو سويڤل بسرعة في بلدان متعددة. نوجه شكرًا خاصًا لفريق الدعم على الخدمة المثالية التي يقدمها.
خدمة رائعة للغاية. نحب هذه المنصة وسنستخدمها في السنوات القادمة. كما أن خدمة العملاء ناجحة وعظيمة!
ما أروع النظام الذي صنعتموه يا رفاق! فهو سهل الاستخدام ونحب على وجه الخصوص خاصية الإشعارات الآلية، حيث يتم تبليغ الموظفين تلقائيًا بالدفع ويتلقون الدفعات في غضون ساعتين بعد إخطارهم بدلًا من فعل ذلك يدويًا. شكرًا على دعمكم المستمر.
تجربتنا مع منصة ريموت باس كانت مذهلة والدعم الذي قدمته لي في معاملتي الأخيرة كان رائعًا. أحببت حقًا خاصية إشعار المتابعة وتزويدي بالتفاصيل. هذا أمر رائع للغاية. شكرًا على مساعدتكم.
شكل استخدام ريموت باس تغييرًا جذريًا في كيفية إنجاز عملياتنا، وأصبح لدينا شريكًا موثوقًا به يساندنا في المناطق المعقدة ويقدم لنا الدعم بكفاءة (كان هذا في السابق مشكلة كبيرة لدينا). وهي سمحت لفرقنا بالتركيز بالكامل على خدمة الزبناء و تحسين المردودية.
كنا نبحث عن منتج بسيط وبأسعار معقولة وقامت ريموت باس بتلبية ذلك وأكثر. ساعدتنا المنصة على تبسيط وإدارة فرقنا العاملة عن بعد. لقد فهمت منصة ريموت باس احتياجاتنا كشركة، وقدمت لنا الدعم وأصبحت لدينا الثقة بأننا نمتثل للقوانين وأن فرقنا العاملة عن بعد تحصل على دعم ممتاز. الأكيد أننا اتخذنا الخيار الصحيح.
منصة ريموت باس مفيدة للغاية لأنها تُبسط عملية الدفع لمستشارينا، فتُنجز المهمة من خلال نقرتين إلى ثلاث نقرات بسيطة. إنها سهلة الاستخدام ومباشرة. أهم شيء هو أنها تقضي على أي مخاطر متعلقة بالامتثال ، وتقلص وقت إنجاز عملية التحقق المطولة. عمومًا، منصة ممتازة، وأوصي بها للمؤسسات الأخرى.
هذه الخدمة مفيدة بشكل لا يصدق بالنسبة لنا حيث قمنا بتوسيع نطاق فريقنا على مستوى العالم. وهي تترك انطباعًا أوليًا رائعًا عند إعداد الفرق العاملة عن بعد. كل شيء مركَّز في مكان واحد. أحببتها!
يشكل عملنا مع ريموت باس شراكة قائمة على الثقة والمصداقية، ونحن نفتخر بوجودها. من خلال خدمات ريموت باس، تُدار عملية إعداد الموظفين وكشوف الرواتب لفريقنا العالمي بسهولة ويشعر موظفونا بالأمان والاهتمام.
ذهلت على الفور بواجهة المستخدم لمنصة ريموت باس، فهي سهلة الاستخدام للغاية والتعليقات التي تلقيتها من الموظفين عن بُعد كانت ممتازة. لقد عملت في مجال تزويد العقود والموظفين عن بعد للعملاء في الشرق الأوسط على مدى عدة سنوات، واعتدت على إنجاز مهام كشوف الرواتب والامتثال بشكلٍ يدوي وهو أمر شاق للغاية. بعد مشاهدة عرض توضيحي واحد من الفريق في ريموت باس، استبدلت المزود آنذاك بريموت باس، إذ قدمت لي المنصة قيمة هائلة وخدمة رائعة.
