Employer of Record
Poland's Labour Code requires every employment contract to be in writing, and statutory notice periods then scale with tenure — from two weeks under six months to three months after three years. Sign up and share the role, the work location and your target start date; PIO confirms the available arrangement for that specific hire, then coordinates the local contract, payroll and leave around it.
Practical points to line up before you hire in Poland.
Employment contracts in Poland must be in writing and come in three forms — a trial contract, a fixed-term contract or an indefinite contract. Fixed-term contracts are capped at 33 months and 3 contracts in total, and a fourth consecutive fixed-term contract with the same employee automatically becomes indefinite. Statutory exceptions apply, including for replacement work, temporary or seasonal work, term-of-office work, and other objectively justified temporary needs.
A trial-period contract's maximum length depends on the fixed-term contract offered afterwards — one month if that term will be under six months, two months if it will run six months to under a year, and up to three months otherwise. A one- or two-month trial can be extended once, by up to one month, when justified by the nature of the work.
Full-time employees are entitled to 20 days of annual leave with under 10 years of total work experience, rising to 26 days once they reach 10 years — measured across an employee's career, not just time in this role. Part-time leave is calculated proportionally.
Source:Leave regulations
Statutory notice periods scale with how long someone has worked for you — from two weeks under six months' employment up to three months once they pass three years — and termination must be given in writing with a genuine, specific reason.
Source:Notice periodTermination of the contract of employment by notice
Once your hire is confirmed, here's what we help you coordinate.
You stay in control of the decisions that are yours to make.
A straightforward path from sign-up to your employee's first day.
Share the role, the work location and your target start date, and we'll confirm the available arrangement for that hire.
Once confirmed, we help coordinate the information, contract and payroll setup needed within your arrangement.
You manage the day-to-day relationship; we help coordinate the recurring administration within your arrangement.
Full-time employees get 20 days of annual leave a year with under 10 years of total career experience, rising to 26 days once they pass the 10-year mark — measured across their whole working life, not just their time with you. Only someone taking their very first job builds up leave gradually: in that first calendar year, entitlement accrues at one-twelfth of the annual allowance for each month worked. Any other new hire — someone who has worked elsewhere before — instead gets a proportional entitlement for the rest of that calendar year. Part-time leave is calculated proportionally.
Source:Leave regulations
Beyond simply being in writing, the contract needs to name the parties, the contract type, the date it was concluded, the type of work, the workplace location, a breakdown of the pay components, whether the role is full- or part-time, and the start date. If any of that isn't nailed down before day one, the employer must confirm it in writing before the person starts, and must give written notice of the employee's core rights and obligations within seven days of the start date.
Source:Contract of employment
Yes — Poland is one of the countries available for an EOR-based hire through PIO. Sign up and share the role and work location, and we'll confirm country availability and the arrangement for your specific hire, then coordinate the information and documents needed for onboarding.
The statutory notice period depends on how long someone has worked for you — two weeks under six months of employment, one month once they pass six months, and three months after three years. Ending either a fixed-term or an indefinite contract by notice also means stating the genuine reason in the termination letter and telling the employee about their right to appeal to the labour court, and — where relevant trade union representation applies — giving the union five working days to raise a non-binding objection first.
Source:Notice periodTermination of the contract of employment by noticeProtection against termination of the contract of employment
Yes, but only where this severance regime applies: your business must normally employ at least 20 people. Where it does, redundancy severance scales with service — under two years of service gets one month's pay, two to eight years gets two months' pay, and over eight years gets three months' pay, capped at 15 times the minimum wage. That severance comes on top of — not instead of — the payout for any unused annual leave, which is owed whenever employment ends, whatever the reason.
Source:Termination of a contract of employment for reasons unrelated to the employeeLeave regulations
You share the role details, compensation, work location and your target start date, plus any company-specific policies that should shape the offer. We coordinate the information needed for the local contract and onboarding paperwork, and confirm how payroll and statutory responsibilities are handled in your arrangement.
Practical guidance is grounded in these official references, but local law and public requirements can change and should be reconfirmed. Your PIO contract and quote govern only PIO's service scope, terms and fees.
Sign up to start an EOR hire in Poland. Share the role, the work location and your target start date, and we'll confirm the available arrangement — or book a demo first to talk it through with our team.
