Notice periods in Poland for Perm and Temp contracts

In Poland, a notice period is not just a courtesy, it is a statutory obligation that varies wildly depending on the contract type and the individual’s length of service. For international employers, the biggest headache in 2026 is the New Seniority Reform. As of 2026, time spent on B2B or Mandate contracts now counts towards “seniority,” which can push a new hire into a 3-month notice bracket much faster than you’d expect.

Our Employer of Record (EOR) service tracks these shifting dates automatically, so you aren’t caught off guard when managing a departure.

Standard Employment Contracts (UoP)

The Umowa o Pracę (UoP) is the most rigid. Notice periods are set by law and you cannot shorten them in a contract unless the employee gets a better deal out of it.

Seniority-Based Brackets

The notice period depends on the total time the employee has put in with your firm:

• 2 Weeks: Less than 6 months of service.
• 1 Month: Between 6 months and 3 years of service.
• 3 Months: 3 years or more.

The Calendar Trap

In Poland, the clock doesn’t start the day you hand over the letter. It’s tied to the calendar:

• Week-based notice: Always ends on a Saturday. The period starts the following Sunday.
• Month-based notice: Only starts on the first day of the next month.

Contracts of Mandate (UZ) and B2B

Umowa Zlecenia (Mandate) and B2B contracts fall under the Civil Code. These are far more flexible, but they can be a mess if the wording is vague.

• The Default: If the contract is silent, you can technically end it “effective immediately.” However, to avoid damage claims, “good faith” is usually expected.
• Our Approach: We write in specific notice periods (usually 30 days) to keep your operations running smoothly.
• Timing: These start immediately once the notice is delivered. You don’t have to wait for the end of a month.

Strategic Exit Options

When it’s time to part ways, you have three main ways to play the notice period:

1. Work the notice. The employee stays on until the final day.
2. Garden Leave (Zwolnienie z obowiązku). You pay them to stay away from the office. This is the safest bet for protecting your data or client lists.
3. Mutual Agreement (Porozumienie stron). The cleanest exit. You both agree on a date and walk away, ignoring the standard statutory rules.

Sorting out a dismissal in Poland requires precision to stay out of the Labour Court. We handle the paperwork, the final pay calculations, and the mandatory Work Certificate.