When your business hires employees in Poland, particularly those in creative, research, or development roles, it’s important to address the ownership and protection of intellectual property (IP) they create during their employment. Clearly defining these rights in employment contracts can prevent future disputes and safeguard your company’s innovations. Defining Intellectual Property in the Employment Context…
When hiring key personnel, particularly those with access to sensitive information or who have built significant client relationships, foreign companies might consider using non-compete agreements in Poland. These agreements aim to protect your business interests by restricting an employee’s ability to work for competitors or start a competing business after their employment with you ends….
Ensuring your employees in Poland are paid correctly and on time is not only a legal requirement but also crucial for maintaining good employee relations. Foreign companies need to understand the key aspects of remuneration and the payroll process in Poland to ensure compliance and avoid potential issues. Key Components of Remuneration An employee’s total…
We are well into the summer of 2025, and businesses across Poland are adapting to the significant new rules for employing foreign nationals that began on June 1st. These regulations have fundamentally altered the process, moving everything online and placing more obligations on employers. To help your business adjust smoothly, this article explains the most…
When hiring employees in Poland, you’ll encounter three main types of employment contracts: the standard employment contract (Umowa o Prace, often abbreviated as UoP), the specific task contract (Umowa Zlecenie, or UZ), and the temporary employment contract (Temp Contract). Foreign companies must ensure they choose the right type of agreement for each role and comply with Polish Labour Law. Umowa o…
In certain situations, when an employment relationship in Poland ends, employers are legally required to pay severance pay to the departing employee. Understanding when this obligation arises and how the amount is calculated is important for foreign companies employing staff in Poland. When is Severance Pay Required? Severance pay is primarily linked to the termination…
How we work has changed a lot, and many companies now have employees who work remotely, some or all of the time. If your company has team members based in Poland who work remotely, it’s essential to understand the legal aspects of this arrangement under Polish Labour Law. Defining Remote Work Polish law defines remote…
Polish Labour Law sets out specific minimum amounts of annual leave that employees are entitled to, which depend on their service length. Minimum Holiday Entitlement The basic entitlement to annual leave in Poland is 20 or 26 working days per year. The amount an employee is entitled to depends on their total period of employment,…
When your employees in Poland are unwell and cannot work, there are specific rules about sick leave that you, as an employer, need to understand. These regulations, primarily governed by the Polish Labour Code (Kodeks Pracy) and the Social Insurance Institution (ZUS), cover eligibility, mandatory procedures, and the specific split of sick pay obligations. Eligibility…
When your company starts to hire people in Poland, it’s important to understand the rules around probationary periods. These initial periods of employment have their own set of regulations under Polish Labour Law, and they might differ from what you are used to in your own country. A probationary period in Poland is an initial…