Polish Labour Law in 2025 – A Practical Guide to Changes in Employment Law in Poland

Polish Labour Law in 2025 – A Practical Guide to Changes in Employment Law in Poland

Running a business in Poland? Or maybe you’re thinking of hiring your first employee in the Polish market? Either way, buckle up — the labour law in Poland is more nuanced than ever in 2025. From recent reforms to long-standing legal obligations, understanding the landscape of employment law is not just smart business — it’s a must to stay compliant and avoid costly mistakes. In this no-nonsense guide, we’ll walk you through everything you need to know about the legal rules of employment, how to hire and fire legally, and what’s new under the sun of labour law in Poland.

Your Legal Guide to Employment in Poland: What’s New in 2025?

The year 2025 brought notable changes in labour law in Poland. If you’re an employer — or planning to become one — you need to keep tabs on new legal requirements related to remote work, transparent working conditions, and stricter reporting duties. These regulations stem partly from EU directives and partly from Poland’s internal push for modernisation.

So, what’s changed? Here’s a quick snapshot:

• Mandatory work-from-home policies must now be backed by a written agreement.
• Employment contracts must include extended information clauses — including place, time and mode of work.
• Employers are required to justify dismissals even in fixed-term contracts.
• New rules for the use of civil law contracts (umowa zlecenia and B2B deals).

Understanding the Legal Basics of Employment in Poland

In order to understand labour law in Poland, it helps to start with the basics. Most employment relationships fall under the Labour Code (Kodeks pracy), which lays out the framework for the employment of individuals. In addition, there are other legal sources such as EU directives, anti-discrimination laws, and collective bargaining agreements. But if you’re dealing with day-to-day HR issues, the Code is your bread and butter.

The employment relationship must always be documented in writing. While it may be tempting to shake hands and call it a day — don’t! Polish authorities are extremely strict about written contracts, especially during audits. The absence of a formal contract may be interpreted as an attempt to evade social security or tax duties. And yes — that’s asking for trouble.

Employment Contracts: Must-Haves and Legal Must-Knows

When drafting an employment agreement, make sure it includes all the required clauses. As of 2025, this means more than just the job title and salary. According to the most recent changes in labour law in Poland, employers must provide the following details:

1. The type of contract: indefinite, fixed-term, or probationary.
2. Working hours and pattern (e.g., remote, hybrid, stationary).
3. Place of work — yes, even for remote employees!
4. Job description and tasks.
5. Wage components and payment schedule.
6. Notice periods and grounds for termination.

For international companies operating in Poland, it’s also wise to include a governing law clause and language version — Polish law requires a Polish-language version for local employees.

Types of Work Contracts: Not Just One Size Fits All

In employment law in Poland, there are three main contract types regulated under the Labour Code. Each serves a specific function and comes with its own rules for termination, social insurance and tax treatment.

• Contract for indefinite period – The gold standard. Harder to terminate but offers full rights and job security.
• Contract for a definite period – Maximum 33 months and limited renewals. Requires written justification for early termination.
• Probationary contract – Can last up to 3 months. Great for testing fit, but must also follow formal procedures.

And what about freelancers or contractors? That’s where civil law contracts come in. These fall outside the Labour Code and are more flexible — but also riskier if misclassified. Employers must not use them to circumvent employee protections. The Polish Social Insurance Institution (ZUS) is cracking down on such misuse.

Hiring Employees in Poland: What You Must Know

Whether you’re a startup or a seasoned multinational, the hiring process in Poland involves several non-negotiables:

• Medical examination and workplace safety training must be completed before work begins.
• The contract must be signed no later than the first day of work.
• Employees must be registered with ZUS within 7 days of starting work.

Failure to meet these requirements can result in fines — or worse, criminal liability. Plus, if your new hire is not an EU citizen, you’ll need to verify work permits or residence documents. Don’t cut corners — it’s just not worth it.

Firing Employees: Rules for Termination of Employment

Let’s be real: sometimes things don’t work out. But in labour law in Poland, termination isn’t a free-for-all. Whether you’re ending a contract due to restructuring, underperformance, or disciplinary reasons, the process must follow legal procedure.

Types of termination:

• By mutual agreement – the safest and smoothest path.
• With notice – must be justified, especially for fixed-term contracts.
• Without notice – only for serious misconduct or breach of obligations.

Also, remember that protected categories of employees (e.g. pregnant women, union members, or employees on leave) enjoy special legal safeguards. Fire them improperly, and you’re looking at court battles and big compensation.

Polish Labour Code and Employee Rights

The Labour Code is packed with guarantees that protect the work of individuals. Employees are entitled to:

• Paid annual leave (min. 20–26 days depending on seniority).
• Paid sick leave and maternity/paternity leave.
• Minimum wage — currently updated annually.
• Protection against discrimination in the workplace.
• Workplace safety and access to training.

Make no mistake — in the workplace, compliance is king. Labour inspections are becoming more frequent, and workers are increasingly aware of their rights. Better safe than sorry, right?

Key Legal Obligations for Employers in Poland

Every employer has a set of non-negotiable obligations under labour law in Poland. These include:

1. Timely payment of wages and social contributions.
2. Maintaining personnel files and payroll records.
3. Ensuring health and safety in the workplace.
4. Respecting limits on working time and rest periods.
5. Upholding anti-discrimination and equal treatment laws.

Violating these obligations doesn’t just hurt your reputation — it can trigger fines, inspections, or even lawsuits. And that’s a rabbit hole no one wants to fall into.

Remote Work and the New Normal in Polish Labour Law

Post-pandemic life has made remote work the new normal, and 2025 Polish labour law now reflects this shift. Teleworking is no longer a grey zone — it’s codified. Employers must now provide equipment or reimburse costs for remote work. They must also ensure data security and clarify communication channels.

Employees working remotely still enjoy the same rights as office staff — including working time limits, rest breaks, and the right to disconnect. Think of it as “same game, different pitch.”

Final Thoughts: Why Compliance is More Than Just a Checkbox

Understanding labour law in Poland in 2025 isn’t just about reading legalese. It’s about respecting your people, running a professional operation, and keeping your business out of hot water. Whether you’re drafting an employment contract, hiring staff, or handling a termination — every move matters.

Need help navigating these waters? At Lawyers in Poland, we guide employers through every twist and turn of employment law — offering practical, tailored advice with a human touch. Let us be your legal compass in the complex world of labour law in Poland.