In Poland, notice periods are set by law, not by negotiation. The length depends on the type of contract and how long the person has worked for the employer, and the end date follows strict calendar rules.
This guide covers notice periods for permanent and fixed-term employment contracts, probation contracts, temporary agency contracts, and mandate and B2B contracts, plus the options for managing an exit.
Key facts
- 2 weeks to 3 monthsNotice on an employment contract, based on service with the employer
- 1 weekNotice on a temporary agency contract longer than 2 weeks
- Saturday or month endNotice in weeks ends on a Saturday, in months on the last day of a month
- Both directionsThe same notice applies when the employee resigns
- Written reasonNeeded when the employer ends a permanent or fixed-term contract
- Mutual agreementThe parties can agree any end date at any time
Employment contracts
For an employment contract (umowa o pracę), the same notice periods apply to permanent and fixed-term contracts. They depend on how long the person has been employed by that employer.
| Service with the employer | Notice period |
|---|---|
| Less than 6 months | 2 weeks |
| 6 months to 3 years | 1 month |
| 3 years or more | 3 months |
- No shorter notice. A contract cannot set a shorter notice period than the law. A longer one is allowed.
- Written reason. When the employer gives notice on a permanent or fixed-term contract, the notice must state a real and specific reason. If there is a trade union, it must be consulted first.
- Redundancy. In a redundancy, a 3-month notice can be shortened to 1 month, with compensation for the remaining time. Employers with 20 or more employees also owe statutory severance pay.
- Length of service. Since 2026, earlier periods of B2B and mandate work can count towards length of service. Check the notice period carefully when someone moved to employment after working for you on a civil-law contract.
Probation contracts
| Length of probation | Notice period |
|---|---|
| Up to 2 weeks | 3 working days |
| More than 2 weeks | 1 week |
| 3 months | 2 weeks |
No written reason is needed to end a probation contract.
Temporary agency contracts
Temporary workers are employed by the agency and assigned to you as the user employer. Their notice periods are short and do not depend on length of service.
| Contract length | Notice period |
|---|---|
| 2 weeks or less | 3 working days |
| More than 2 weeks | 1 week |
This makes temporary work well suited to projects and cover roles. An assignment can last up to 18 months within 36 months with the same client. EasyEOR is a registered temporary work agency (KRAZ 29218). See UoP, UZ and temporary contracts from an EOR perspective.
Mandate and B2B contracts
Mandate contracts (umowa zlecenie) and B2B contracts fall under the Civil Code, which leaves notice mostly to the contract.
- Mandate contracts. If the contract says nothing, either party can end it at any time. Ending it without an important reason can lead to a claim for damages.
- B2B contracts. Notice is whatever the contract states. 30 days is common market practice.
- Start date. Civil-law notice runs from the day it is delivered, not from the end of a week or month.
We always write a clear notice period into these contracts, usually 30 days, to avoid disputes. Long-running B2B relationships also carry reclassification risk. See B2B reclassification and the 2026 PIP law.
How the end date is calculated
For employment contracts, the notice does not start on the day the letter is handed over.
- Notice in weeks always ends on a Saturday.
- Notice in months always ends on the last day of a calendar month.
| Notice delivered | Notice period | Contract ends |
|---|---|---|
| Tuesday 6 October 2026 | 2 weeks | Saturday 24 October 2026 |
| 15 March | 1 month | 30 April |
| 31 March | 1 month | 30 April |
| 2 June | 3 months | 30 September |
Delivering notice on the last day of a month or at the start of a week does not change the rule, so plan the timing of a notice letter carefully.
During the notice period
Job-search leave
When the employer gives notice, the employee gets 2 paid days off to look for work, or 3 days with a 3-month notice period.Garden leave
The employer can release the employee from work for all or part of the notice period, on full pay. This protects data and client relationships.Remaining holiday
The employer can require the employee to use outstanding holiday during notice. Anything left is paid out in the final settlement.Protected employees
Notice cannot normally be given to pregnant employees, those on maternity or parental leave, those within 4 years of retirement age, or employees absent through sickness or holiday.Exit options
| Option | How it works | When to use it |
|---|---|---|
| Notice | Statutory notice period, with a written reason for employment contracts | When the employee does not agree to leave |
| Notice with garden leave | Notice period on full pay, without working | When the employee has access to sensitive data or clients |
| Mutual agreement | Both parties agree the end date (porozumienie stron), with no notice period | The cleanest exit, with the lowest risk of a labour court claim |
| Summary dismissal | Immediate termination for serious misconduct, within 1 month of the employer learning of it | Only for serious breaches, and with evidence |
At the end of employment, the employee receives their final pay, payment for any unused holiday and a work certificate (świadectwo pracy), issued on the last day of employment or within 7 days. To protect your business after someone leaves, consider a non-compete agreement.
Frequently asked questions
Does the same notice period apply when the employee resigns?
Yes. The notice periods for employment contracts apply equally to the employer and the employee.
Can we agree a shorter notice period in the contract?
No. A contract can only give the employee a longer notice period. After notice has been given, both sides can agree to end the contract earlier.
Can we end a fixed-term contract early?
Yes. Fixed-term contracts can be ended with the same notice periods as permanent contracts, and the employer must give a written reason.
What happens to unused holiday?
You can require the employee to take it during the notice period. Any remaining days are paid out. See our guide to holiday entitlement.
Managing an exit in Poland?
We handle the notice, the calculations, final pay and the work certificate, so every departure is compliant. Find out more about our Employer of Record and payroll services.
Based on the Polish Labour Code (Articles 30, 34, 36, 36¹, 37, 52 and 97), the Temporary Employment Act and the Civil Code (Article 746). This guide is general information and not legal advice.
