10 things you need to know about Polish employment and labor laws [2025]

Hiring employees globally gives you access to highly coveted talent around the world, but it can be a tall order for employers to familiarize themselves with the nuances of local regulations. When hiring in Poland, it’s crucial to understand Polish labor laws, especially around benefits, workers’ rights, and proper hiring procedures. Polish compliance work can get even more tricky since employers are also subject to European Union regulations.

So how do you navigate through the web of Polish and EU workplace regulations and keep track of all the changes that affect your business? This guide will provide you with the basics so you can confidently hire from Poland’s talented labor pool.

1. At-will employment doesn’t exist

In Poland, you can only terminate an employee without notice for “just cause,” which requires a high burden of proof. These types of terminations, which are also known as disciplinary terminations, are used in cases of serious misconduct or criminal activity. An employee may be rightfully terminated if they repeatedly fails to perform the duties required of their job. Moreover, if an employee is convicted of a criminal activity that prevents them from performing their job (losing their driver’s license due to a DUI), they can also be subject to termination.

The employment contract may also be terminated by mutual agreement. It can include agreed-to compensation and severance pay, but this must be done in writing.

2. Misclassifying employees is an expensive mistake

Employees work exclusively under the direct supervision of an employer for an indefinite time period and are entitled to benefits. Contractors are self-employed, work independently on a fixed-term contract, and are not entitled to benefits. Mixing these worker categories can result in misclassification penalties. Employers found to have misclassified employees as contractors in Poland face fines of up to PLN 30,000 (around $7,630 or €6,988) in each instance, plus backpay, back taxes, and retroactive benefits for up to five years, including interest.

3. Poland has strong anti-discrimination protections

The Polish Constitution guarantees anti-discrimination protections, with equal rights and equal treatment serving as fundamental principles of labor law. It is strictly prohibited to discriminate against individuals based on their sex, age, disability, religion, nationality, race, political views, trade union membership, or any other factors. In cases where anti-discrimination protections are breached, the burden of proof is on the employer. The employee only has to substantiate the event/circumstance. The employee can claim compensation of no less than the Polish monthly minimum wage of PLN 4666 (around $1,186 or €1,086)—effective January 1, 2025.

4. Hiring illegal workers could cost you a bundle

If you’re considering recruitment or expansion of your company's activities in Poland, it is critical to ensure that all employees have the proper work authorization. Hiring foreign workers without the proper permits and visas is against the law and can result in fines and other penalties. If found liable, the employer faces a fine plus arrears for an employment contract equal to three months, including salary, benefits, and taxes. In 2025, Poland introduced stricter penalties for employing illegal workers. Now, cases of illegal employment may cost the employer up to PLN 50,000 (around $12,772 or €11,644) per case, which is a significant increase from the previous maximum fine of PLN 30,000. In addition, the employer may lose access to Polish and EU subsidies and funds. As for the workers, they may be deported and fined. If the worker is deported, the employer may have to cover repatriation costs.

5. Polish workers have the right to unionize

In Poland, the freedom of association in trade unions is ensured for all individuals engaged in paid employment. A trade union can be established by a minimum group of 10 workers who possess the right to form trade unions. They have the authority to determine, at their own discretion, the individuals (categories, groups, professions) who will be eligible for membership in the union.

Employers and unions establish collective labor agreements (collective bargaining agreements), which outline and govern conditions of employment like type of work, working week, working days, working time, rest periods, night-time work, and place of work.

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6. If you fail to offer benefits, you’ll face fines, penalties, and legal consequences

Polish employees are entitled to a number of mandatory benefits as set out by the constitution and labor code. These include pension, health insurance, employee capital plan (PPK), social security, occupational health and safety (OHS) training, employment insurance, vacation time, and statutory holidays. Failure to offer these benefits can result in fines and other sanctions. For example, failure to provide OHS training can result in a fine of up to PLN 30,000 (around $7,630 or €6,988).

7. Non-disclosure agreements (NDAs) are legally binding in Poland—with restrictions

In Poland, NDAs are legally used by companies to protect trade secrets and other proprietary information. One caveat is that the NDA must not violate any existing laws or regulations. NDAs must be reasonable and not used to obstruct criminal behavior. These agreements can be a separate document or included as a clause in a Polish employment contract.

8. Workplace health and safety standards are the responsibility of the employer

The right to safe and healthy working conditions is enshrined in the Polish Constitution and defined in the Polish Labour Code. The onus of meeting occupational health and safety requirements is on the employer. Sexual harassment, bullying (mobbing), and discrimination in the workplace are illegal in Poland and can result in legal action. The employer is obligated to investigate any harassment complaints.

9. You must protect your employees’ personal information

In Poland, strict laws protect employee rights concerning personal data. The handling of private data is regulated by the European Union’s General Data Protection Regulation (GDPR) and Poland’s Protection of Personal Data Act. All requests for data (in the case of background checks) must comply with the act, the GDPR, and the Polish Labour Code. Employers must maintain records of data collection and usage.

10. Companies operating in Poland must ensure pay transparency

In 2023, the EU adopted new rules on pay transparency. The aim of these regulations is to combat pay discrimination and close the gender pay gap. Employers will be required to share information on the amount of remuneration and take action if their gender pay gap is more than 5%. The directive also contains requirements regarding compensation for victims of wage discrimination, as well as penalties for employers found to be in violation of these regulations.

EU member nations have three years to add the directive to national regulations, when it will go into effect. As of April 2025, Poland is still in the process of implementing the EU Pay Transparency Directive.

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