Employment contracts Poland

What should an employment contract in Poland include?

The following should be included in any Polish employment contract: 

• The employer and employee’s names and contact information.
• The position title and an explanation of the duties and responsibilities of the employee.
• Salary, hourly rate, or other types of payment made to the employee.
• Working hours, which cover the days of the week and the precise hours the employee is required to be at work.
• Conditions for terminating the employment by either party.
• Provisions to safeguard the employer’s interests, including confidentiality and non-disclosure clauses.

Each party should ensure they have read, comprehended, and agreed to all terms and conditions before signing an employment contract.

What types of employment contracts exist in Poland?

The most typical types of employment contracts in Poland are:

1. Employee contract

The different types of employment contracts in Poland are as follows:

• Permanent employment contract: As the name implies, an employment contract with an indefinite term is executed for an unspecified amount of time. The contract determines the start date of the work, but the contract does not state when it will end. An employment contract with an indefinite term may be ended by notice, without notice, or by the parties’ mutual agreement.
• Fixed-term contracts: This kind of contract is signed for a mutually convenient time frame. An employment contract can be extended twice before it becomes an indefinite contract. Although taking into account the fixed-term nature, the parties rights and obligations are comparable to those in an employment contract.

2. Civil law contract

Using a civil law contract gives employees more control over where and how they carry out their duties. The employee and the employer both agree to carry out specific tasks. The conditions for carrying out certain jobs are typically flexible and open to the employee. The Labour Code does not apply when a civil law contract is signed in place of an employment contract; instead, the Civil Code governs all matters. 

3. Task-specific contract

This contract, or a contract for specific work or a work contract, is used for particular tasks or projects. Due to the fact that the hired person is regarded as a self-employed person and is accountable for their own social security contributions, it differs from an employment contract. The payment is typically contingent on finishing the assigned assignment rather than on the number of hours worked.

How to hire employees in Poland?

In Poland, employees are entitled to the statutory minimum wage and any supplementary benefits their employers provide. Employers must also follow the laws governing employment that are now in force. 

In order to legally run a business in Poland, you must register your company with the relevant bureaus and receive a tax identification number. 

It is smart to seek the assistance of a business that can serve as your Employer of Record anywhere in the world in a circumstance like this. With Native Teams’ Employer of Record service, you can outsource human resources, payroll, and tax administration to a reliable partner.