Labour law in Poland

Polish employment law guide for foreign employers

Labour law in Poland defines the rights and obligations of employers and employees, including employment contracts, working time, remuneration, holidays, remote work, occupational health and safety, termination of employment and employer compliance duties.

For foreign companies hiring or managing employees in Poland, Polish employment law is not only a legal issue. It may also affect payroll, social security, tax compliance, HR documentation and, in some cases, permanent establishment risk.

This guide explains the key areas of labour law in Poland that foreign employers should understand before hiring employees, adapting foreign employment contracts or managing remote workers based in Poland.

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What is labour law in Poland?

Labour law in Poland regulates the employment relationship between employers and employees. The main legal act is the Polish Labour Code, supported by implementing regulations and other employment-related legislation.

Polish labour law covers areas such as:

• employment contracts,
• employee rights and employer obligations,
• remuneration and other work-related benefits,
• working time and overtime,
• annual leave and other absences,
• parenthood-related rights,
• equal treatment and anti-discrimination,
• occupational health and safety,
• remote work,
• termination of employment,
• labour inspections and employment disputes.

For foreign companies, the key practical point is that an employee working in Poland may trigger Polish employment law requirements even if the employer is based abroad.

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Why Polish labour law matters for foreign employers

Foreign companies often hire employees in Poland in cross-border, remote or hybrid work models. This is common in IT, finance, consulting, shared services, fintech, e-commerce and international group structures.

However, using a foreign employment contract or informal remote work arrangement may create legal and operational risks. If an employee performs work in Poland, the employer may need to consider Polish mandatory employment law rules.

This can affect:

• the form and content of the employment contract,
• employee information obligations,
• working time and overtime settlement,
• remote work documentation,
• health and safety requirements,
• payroll and social security registration,
• employee data protection,
• employment termination procedures,
• potential inspections by Polish labour authorities,
• tax and permanent establishment analysis.

For this reason, foreign employers should treat labour law in Poland as part of a wider employment compliance framework.

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Employment contracts in Poland

A Polish employment contract should clearly define the basic terms of employment, including the parties, type of contract, position, place of work, remuneration, working time and start date.

In practice, foreign employers may also need additional employment documentation, such as:

• employee information documents,
• remote work agreements or regulations,
• health and safety documentation,
• confidentiality and data protection documents,
• internal policies,
• onboarding documentation,
• payroll and social security forms.

If the employment contract is not concluded in writing, the employer must confirm the agreed employment terms in writing before the employee starts work. Employers are also required to provide employees with written information on certain rights and obligations within the required statutory timeframe.

For international companies, employment contracts in Poland should be reviewed not only from a legal perspective, but also from a payroll, tax and HR administration perspective.

Learn more about our support with employment in Poland for foreign companies

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Types of employment contracts in Poland

Polish employment law recognises several types of employment contracts. The most common include:

• employment contract for a trial period,
• fixed-term employment contract,
• indefinite-term employment contract.

The choice of contract affects termination rules, notice periods, documentation and employer obligations. Foreign companies should avoid using contract templates from other jurisdictions without checking whether the structure is compliant with Polish employment law.

This is especially important when a company wants to adapt a German, Austrian, UK or group employment contract template for an employee working in Poland.

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Remote work in Poland

Remote work in Poland is regulated under the Polish Labour Code. It may be performed fully or partially from a place indicated by the employee and agreed with the employer, including the employee’s home address. Remote work regulations entered into force in April 2023 and apply to both fully remote and hybrid work models.

For foreign employers, remote work in Poland requires proper documentation and clear rules. This may include:

• remote work agreement or remote work regulations,
• employee statements,
• occupational health and safety documentation,
• data protection and confidentiality rules,
• equipment and technical requirements,
• cost reimbursement arrangements,
• procedures for changing or withdrawing remote work.

Remote work should not be treated as a simple informal arrangement. A poorly documented home office model may increase the risk of employment disputes, payroll inconsistencies, labour inspection findings and questions about the company’s tax presence in Poland.

getsix® supports foreign companies with remote work documentation in Poland as part of our Employment in Poland services

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Working time and overtime in Poland

Working time is one of the core areas of Polish employment law. Employers must ensure that working hours, overtime, rest periods and work schedules are managed in accordance with Polish rules.

For foreign companies, this can be challenging when:

• employees work remotely from Poland,
• managers are located in another country,
• working time is tracked in a group HR system,
• flexible work models are used,
• employees cooperate with teams in different time zones.

Working time errors may create payroll, overtime and employee claim risks. Companies employing staff in Poland should ensure that working time rules are reflected in employment contracts, internal policies and payroll processes.

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Remuneration, payroll and social security

Employment in Poland creates payroll and social security obligations. These obligations may differ depending on the employment structure, the employer’s registration status, the employee’s tax residence and the way the employment relationship is organised.

Foreign employers should consider:

• salary payment rules,
• tax advances,
• social security contributions,
• employee benefits,
• payroll reporting,
• documentation for payroll purposes,
• coordination with foreign payroll or HR systems.

Labour law, payroll and tax should be reviewed together. A contract may look correct from a legal perspective but still create payroll or tax complications if the employment model is not properly structured.

See our payroll services in Poland for foreign employers

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Holidays, leave and employee rights

Polish employment law regulates annual leave, sick leave, parental rights and other employee absences. Employers must manage these rights correctly and reflect them in HR and payroll processes.

Foreign companies should pay particular attention to:

• annual leave entitlement,
• public holidays in Poland,
• sick leave documentation,
• parental and family-related rights,
• employee requests related to flexible work,
• absence tracking and payroll settlement.

These areas are often underestimated by employers that manage Polish employees through foreign HR systems. In practice, local rules should be integrated into HR administration from the beginning of employment.

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Occupational health and safety obligations

Employers in Poland have occupational health and safety obligations towards employees. These obligations may also be relevant in remote work and home office arrangements.

Depending on the work model, employers may need to address:

• health and safety training,
• employee statements,
• workplace risk assessment,
• home office safety rules,
• accident reporting,
• documentation for labour inspection purposes.

For foreign employers, health and safety requirements are often one of the most practical challenges when hiring employees working remotely from Poland.

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Termination of employment in Poland

Termination of employment in Poland should be handled carefully. Polish employment law regulates notice periods, termination procedures and employee rights connected with the end of employment.

Foreign employers should avoid applying termination practices from another jurisdiction without local review. Incorrect termination may lead to employee claims, settlement costs or proceedings before a Polish labour court.

Before terminating an employee in Poland, employers should review:

• the type of employment contract,
• applicable notice period,
• reason for termination, if required,
• protected employee status,
• documentation and communication,
• potential settlement options,
• payroll and final payment obligations.

getsix® supports foreign employers with employment termination planning, documentation and employer-side representation in Poland.

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Labour inspections in Poland

Compliance with labour law in Poland may be reviewed by the Polish labour authorities. Inspections may cover employment contracts, working time, remuneration, health and safety, remote work documentation, employee files and other employer obligations.

Foreign employers should be prepared to present clear and complete employment documentation. This is particularly important for companies employing remote workers in Poland or using cross-border HR models.

Typical areas reviewed during labour compliance checks may include:

• whether the employment contract is properly documented,
• whether working time is recorded correctly,
• whether remote work is properly implemented,
• whether health and safety requirements are met,
• whether employees receive required information,
• whether civil law contracts are used correctly,
• whether payroll and employment documentation are consistent.

A labour inspection should not be the first moment when the employer reviews its Polish employment documentation.

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Polish labour law and permanent establishment risk

Employment in Poland may also have tax implications for a foreign company. In some cases, the activities of an employee working from Poland may raise questions about whether the company has created a permanent establishment or other taxable presence in Poland.

The level of risk depends on factors such as:

• the employee’s role,
• whether the employee negotiates or concludes contracts,
• whether the employee represents the foreign company in Poland,
• whether the employee performs core business activities,
• whether the employee has a fixed place of work in Poland,
• the company’s overall operating model.

This is why employment law in Poland should be analysed together with tax advisory, accounting and payroll compliance.

Learn more about permanent establishment risk in Poland and how it may affect foreign companies employing staff locally

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Common mistakes made by foreign employers in Poland

Foreign companies employing staff in Poland often face similar compliance issues. The most common mistakes include:

• using a foreign employment contract without Polish legal review,
• treating remote work as an informal arrangement,
• failing to prepare complete home office documentation,
• not aligning HR documentation with payroll,
• applying foreign termination rules to Polish employees,
• underestimating working time and overtime requirements,
• ignoring occupational health and safety obligations,
• failing to assess permanent establishment risk,
• using civil law or B2B contracts where an employment relationship may exist.

These mistakes may lead to employment disputes, labour inspection findings, payroll corrections, tax exposure and reputational risk.

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How getsix® supports foreign employers with labour law in Poland

getsix® provides practical support for foreign companies employing staff in Poland. Our multidisciplinary approach combines employment law, payroll, accounting and tax advisory expertise.

We support foreign employers with:

• Polish employment contracts,
• adaptation of foreign employment contracts to Polish law,
• remote work and home office documentation,
• onboarding documentation,
• labour law compliance reviews,
• employment termination support,
• employer representation during labour inspections,
• employment dispute support,
• payroll and social security coordination,
• permanent establishment risk analysis.

This integrated approach helps foreign companies manage employment in Poland with greater clarity, lower risk and better operational control.

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FAQ: Labour law in Poland