Poland Employer of Record Services
Poland Statutory Leave
Employer of Record Poland
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Maternity Leave in Poland
Employees who are expecting a child are entitled to 20 weeks of paid maternity leave in Poland. After 14 weeks, the mother may give the father the remainder of her leave, up to a total of 6 weeks. During this time, the employee will be paid 100% of their typical salary, with Social Security bearing the cost of this compensation.
Maternity leave in Poland can begin 6 weeks before the expected due date, and the employee should not return to work until 14 weeks have passed after giving birth.
Multiple births increase the length of paid maternity leave as follows:
- Twins – 31 weeks
- Triplets – 33 weeks
- Quads – 35 weeks
- 5 or more births – 37 weeks
The employee can extend leave by using parental leave.
Poland Paternity Leave
Within the first 24 months of a child’s birth or beginning on the date of adoption and ending before the child turns seven, fathers are entitled to two weeks of paid paternity leave. Social Security pays the leave at a rate equal to 100.00% of the employee’s regular income, and an employee may take the leave in a maximum of two instalments of one week each.
Both the adoptive mother and the adoptive father are eligible to take adoption leave. However, the Labour Code prohibits, the simultaneous use of the leave by both parents.
Parental Leave in Poland
For the birth of a single child, employees are entitled to 32 weeks of parental leave; for the birth of multiple children, they are entitled to 34 weeks of leave, which can be taken up until the child reaches six.
The allocation of the time off is up to the parents. Parental leave is available to either parent. For the first six weeks, the Social Insurance Institute (ZUS) will pay 100% of the average salary, and for the next six weeks, 60% of the average salary.
In addition to parental leave for new children, Poland also allows employees to take up to 2 days off for childcare leave, to take care of a child who is up to 14 years old.
Poland Annual Leave
After working for a company for a month, employees are entitled to paid vacation time. The minimum mandated paid leave is 20 days per year. After 10 years in employment, (with any employer, not just the current), or 2 years in employment after completing a university degree, the employee is entitled to an extra 6 days of paid leave per year, for a total of 26 days paid leave per year.
Leave benefits are prorated for part-time workers based on their actual hours worked. Unused leave may be rolled over to the next year.
Public Holidays in Poland
Poland celebrates 13 public holidays:
- New Year’s Day
- Easter Sunday
- Easter Monday
- Labour Day/May Day
- Constitution Day
- Corpus Christi
- Assumption Day
- All Saints’ Day
- Independence Day
- Christmas Day
- Boxing Day
Poland Sick Leave
Employees are entitled to up to 182 days of paid sick leave per year (270 days if due to tuberculosis or during pregnancy). If an employee takes another medical leave of absence for the same or a different condition within 60 days of the end of the previous leave, the two breaks will be combined into a single entitlement period.
After an employer has paid for the first 33 days, or until the 15th day if the employee is over the age of 50, the Social Insurance Institute (ZUS) will begin making payments to the employee.
These benefits are paid at a rate between 70% and 100% of the employee’s average monthly wage for various illnesses and injuries, with compensation for work-related illnesses and injuries typically being paid at the full rate of pay.
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We are Poland EOR experts
We have extensive experience helping businesses expand their workforce in the Poland. Take a look at our areas of expertise below:
Learn more about how you can attract and retain staff in Poland with both statutory and enhanced employee benefits
Unsure about what’s required when employing staff in Poland? Find out about Polish Work Permits and Visas here
Wondering what it’s like to live and work in Poland? We’ve got you covered in our extensive guide, including the do’s and don’ts
Without Agility EOR, our ability to move quickly and scale would be extremely limited. Superb work from A to Z.
Frequently Asked Questions
Payrolling the employees is a key part of the service offered by an employer of record company. The EOR will calculate and remit all taxes, social securities and similar payments, on behalf of both employer and employee. The client will be invoiced in advance by the EOR company, for the total cost of the payroll.
Yes. Our clients are free to dictate the structure of the employees’ remuneration including any bonuses or commissions they wish to offer. In some countries, there is a statutory requirement to provide “bonuses”, for example in the form of Christmas or holiday allowances.
Yes. Agility EOR will calculate what pay is due upon termination of an employee, factoring in such things as any untaken leave entitlements.
We find that most of our clients are in the Tech, IT, Finance and Professional Services industries. However, we have acquired the skills, knowledge and experience to help all industries across the globe.
As a private company, we’re not beholden to shareholders or asset-shredding Private Equity targets. We aim to build long-term relationships with our clients. At Agility EOR, our approach is that we never forget that our business is all about people. Our Employer of Record solutions are tailored to each requirement, not a one-size-fits-all tech platform. We do the right thing by our clients and by the laws of each country we operate in. And we believe in openness; if we don’t feel we can offer you the best solution for a specific territory, we’ll say so.
We pride ourselves on our personable-approach so once you enter your new employees details into our dedicated platform, we’ll arrange a call with you to go through the details of the employment contract where together we can review and amend to your requirements. We liaise directly with your employee to build a rapport and obtain the necessary information to hire them compliantly, and set them up ready for their first payroll.
We never stop delivering! Even if you’re employee has been onboarded and is happily working for you and being paid each month, we’re here to partner with you whenever you or your employees need us. Even your ex-employees may need our assistance for tax documents, proof of employment requests etc… Our service never stops!