Annual leave
Who is entitled to annual leave?
Under the Polish Labour Code, every employee has the right to annual leave. This is time off intended to help the employee recover and recharge, and it is legally guaranteed regardless of the type of employment contract or length of service. This leave applies to both full-time employees and those working part-time.
The amount of annual leave
The number of annual leave days an employee is entitled to depends primarily on their length of service. Under the Labour Code, an employee with less than 10 years of service is entitled to 20 days of leave per year, while an employee with more than 10 years of service is entitled to 26 days of leave per year. It's worth remembering that each day of leave is counted as one calendar day, meaning that working hours don't affect the number of leave days – every employee, regardless of how many hours a week they work, is entitled to the same amount of leave. Managing leave within a company requires HR departments and managers to ensure that every employee can effectively use their annual leave while also safeguarding the organisation's ongoing operational needs. Granting an employee leave at the right time is a key task that requires a well-thought-out strategy, especially in larger teams. The leave-planning process should be transparent and fair, and the use of leave must comply with the applicable Labour Code and be properly documented, which makes audits and working-time management checks easier. It's worth remembering that giving employees time to recover translates into their productivity and engagement at work.
Conditions for using leave
Annual leave should be used within the calendar year in which it was granted. The employer is obliged to enable the employee to take the leave they are entitled to, although the timing must be agreed with the employer. The employee has the right to submit a leave request, and the employer may only refuse it for valid organisational reasons. Leave planning should therefore be well thought out, so that both parties can prepare accordingly.
Effects of leave
While on annual leave, the employee retains the right to remuneration. The amount of this pay is equal to the employee's average earnings over the three months preceding the leave. In addition, annual leave has no negative effect on the employee's performance review or promotion prospects. An employee on annual leave is also protected against dismissal, which provides an additional guarantee of job security.
In Poland, annual leave is an important element of labour law, guaranteeing employees not only rest and recovery but also job stability and continued pay. For many employees, this is a crucial time that helps maintain a healthy work-life balance.
Child-raising leave
Who is entitled to child-raising leave?
Child-raising leave is a special type of leave granted to employees so they can care for their child. Under the Polish Labour Code, the right to this leave belongs to both mothers and fathers, as well as to legal guardians. To take child-raising leave, an employee must have been employed by the given employer for at least 6 months before the planned start of the leave.
Amount of leave
Child-raising leave can last up to a maximum of 36 months and is available until the child turns 6 years old. Importantly, this leave can be taken in several parts – although none of them can be shorter than 8 weeks. This arrangement allows for flexible planning of both work and childcare.
Conditions for using leave
To take child-raising leave, an employee must submit a written request to their employer, stating the planned start date and duration of the leave. The request should be submitted at least 2 weeks before the planned start of the leave, unless local regulations or a collective agreement state otherwise. Once the employer receives the request, they are obliged to grant the leave, unless special circumstances arise that make it impossible to do so.
Effects of leave
During child-raising leave, the employee does not receive remuneration, but their period of employment before the leave counts towards their overall length of service, which affects other employee entitlements, such as annual leave. In addition, an employee on child-raising leave retains protection against termination of their employment contract, which provides an important safeguard. Upon returning to work, the employee also has the right to return to the same or an equivalent position, further strengthening their job stability.
Child-raising leave in Poland is an important element supporting families in their everyday lives, giving employees the opportunity to focus on raising their children without fear of losing job stability. Thanks to the clear regulations of the Labour Code, employees can plan their professional and family future with a greater sense of security and confidence.
Maternity leave
Who is entitled to maternity leave?
Maternity leave in Poland is a right of every female employee employed under an employment contract, entitling her to a special period of time to care for a newborn child. This right is also available to the child's father and other legal guardians, who may decide to use part of the maternity leave allocated to the mother. This provision supports gender equality and the involvement of both parents in childcare.
Amount of maternity leave
The length of maternity leave in Poland depends on the number of children born in a single birth. Standardly, an employee is entitled to 20 weeks of maternity leave, of which 14 weeks must be taken after the birth. In the case of multiple births, the amount of leave increases accordingly: for twins, 31 weeks are granted, and for triplets, 33 weeks. Importantly, part of the maternity leave can be transferred to the child's father or another guardian.
Conditions for using leave
To take maternity leave, the employee must submit an appropriate request to the employer, usually required at least 7 days before the planned start of the leave. Where maternity leave is to be split, or part of it is to be used by the child's father, proper coordination with the employer is essential to ensure that all parties are duly informed and prepared.
Effects of leave
During maternity leave, the employee retains full rights to remuneration, which is paid by the employer and partially reimbursed by ZUS. Maternity leave has no negative effect on length of service and does not interrupt the employment relationship, ensuring job stability and protection against dismissal. After the leave ends, the employee has the right to return to work on the same terms as before, and their absence cannot be treated as a negative factor affecting promotion prospects or performance reviews.
Maternity leave is an important part of the social welfare system in Poland, giving parents time to adapt to their new life responsibilities and providing them with financial support during this crucial period. Employees can exercise these rights while enjoying job stability and the ability to focus on caring for their child without additional stress.
Parental leave
Who is entitled to parental leave?
Parental leave is one of the most important entitlements for employees who have just welcomed a new family member. In Poland, the right to parental leave belongs to both the mother and the father of the child, as well as to other legal guardians, which promotes equality and supports the active involvement of both parents in the child's life. Employees who have taken maternity leave are entitled to additional parental leave, allowing for longer childcare.
Amount of parental leave
Parental leave can be granted immediately after maternity leave ends and lasts up to a maximum of 32 weeks for one child born in a single birth. In the case of multiple births, the leave increases to up to 34 weeks. Importantly, this leave can be split between the parents, which allows for flexibility in planning childcare and an even distribution of parental responsibilities.
Conditions for using leave
To take parental leave, an employee must submit an appropriate request to the employer, preferably with sufficient notice, at least 21 days before the planned start of the leave. It's worth noting that this leave can be taken in one or several blocks, although each block should last at least 8 weeks. This approach provides flexibility and allows the time off to be adapted to the individual needs of the family.
Effects of leave
During parental leave, the employee does not lose their income – it is paid in the form of a parental allowance, which represents a percentage of the previously earned salary and is funded by ZUS. Moreover, taking parental leave has no effect on the employment relationship – the employee retains their existing position, and the period of leave counts towards their length of service, which affects other employee entitlements, such as the amount of annual leave. Also, as with maternity leave, an employee on parental leave is protected against dismissal, which provides an additional sense of security.
Parental leave in Poland is a key element supporting families in the first months after a child's birth, enabling parents to be active and engaged without worrying about their professional and financial stability.
Paternity leave
Who is entitled to paternity leave?
Paternity leave, often referred to as "urlop tacierzyński", is a special entitlement granted to fathers raising a newborn child. It is a form of support that allows fathers to actively participate in the first weeks of their child's life. In Poland, paternity leave is available to every employee who is the biological father of the child or is adopting a child, regardless of their length of service with a given employer.
Amount of leave
As of 2024, fathers are entitled to 2 weeks of paternity leave. This leave can be taken in full or split into two separate periods, giving fathers flexibility in planning childcare. The leave can be used until the child turns two, allowing parents to adjust the timing of the leave to their own needs and circumstances.
Conditions for using leave
To take paternity leave, the father must submit a request to his employer. The request for paternity leave should be submitted at least 7 days before the planned start of the leave, if possible. The employer is obliged to grant the leave on the date chosen by the employee, which highlights the employee-friendly nature of this provision.
Effects of leave
During paternity leave, the employee receives an allowance equal to 100% of the base used to calculate sick pay, funded by ZUS. Paternity leave is a legally protected period, meaning that an employee taking this leave cannot be dismissed during its course, which ensures job security. In addition, time spent on paternity leave counts towards length of service, which has a positive effect on other employee entitlements, such as the amount of annual leave or pension rights.
Paternity leave is an important element of pro-family policy in Poland, encouraging an even distribution of parental duties and enabling fathers to build a strong bond with their child from the very first days of its life. It is a period that supports a modern approach to parenthood, highlighting the value of fathers' involvement in childcare.
Special leave
Who is entitled to special leave?
Special leave is a specific type of time off granted to employees for important events in their personal lives. Under the Polish Labour Code, every employee employed under an employment contract has the right to take days off in the case of events such as a wedding, the birth of a child, or the death and funeral of a close relative. This is a form of support that allows the employee to attend to personal matters without having to use their annual leave.
Amount of leave
The length of this leave depends on the specific event. For example, the Polish Labour Code provides for 2 days off for one's own wedding, 2 days for the birth of a child, and 1 day in the case of the death and funeral of a spouse, child, parent, mother-in-law or father-in-law. The length of individual types of leave can also be extended by internal work regulations or collective agreements, offering employees additional days off.
Conditions for using leave
To take special leave, an employee must submit a request, usually informing the employer of the reason for their absence. The request for special leave should be submitted as soon as possible, ideally in a way that allows the employer to organise work during the employee's absence. In most cases, there is no requirement to provide documents confirming the reason for the leave, unless the employer has valid grounds to request them.
Effects of leave
While on special leave, the employee retains the right to remuneration, which provides important protection of their employee rights. These days are treated as regular working days, meaning they do not negatively affect other employee entitlements, such as the amount of annual leave or the right to an annual bonus. Special leave not only provides support to the employee during important moments in their life but also helps maintain a balance between their personal and professional lives.
Special leave is an important part of the employee support system in Poland, helping employees deal with key life events without the added stress of work. This flexible solution reflects a human-centred approach in the workplace and demonstrates that different types of leave are essential for maintaining employees' wellbeing.
Training leave
Who is entitled to training leave?
Training leave is intended for employees who want to improve their professional qualifications or take part in courses related to their work. In Poland, the right to training leave applies to every employee who undertakes education within the education system, as well as to those taking part in training organised or recommended by their employer. This is significant support that enables employees to continually develop and adapt to the changing job market.
Amount of leave
The amount of training leave depends on the type and purpose of the training. Employees taking exams may be granted time off work for the duration of the exam, as well as – depending on their needs – additional days to prepare for it. For longer courses or training programmes, the amount of leave can vary and is usually determined individually by the employer, taking into account the nature of the course and the company's organisational needs.
Conditions for using leave
To take training leave, an employee must submit a request to their employer, preferably with sufficient notice, which allows time to arrange cover or reorganise work. The employee should also provide information about the training, including its schedule and educational goals. Taking the company's operational needs into account, the employer decides whether to grant the training leave, although they cannot refuse without valid reasons if the training contributes to the employee's professional development.
Effects of leave
Taking training leave has no negative effect on the employee's position in the company or on their employee rights. The employee retains the right to remuneration for the training period if it is related to their current duties or is undertaken at the employer's request. Furthermore, the skills and qualifications gained can contribute to the employee's professional development, potentially leading to promotions and pay rises.
Training leave is a key element of staff development policy in modern companies, encouraging employees to continually improve themselves and ensuring that the company can compete effectively in the market by having highly qualified specialists. It is an investment in human capital that benefits both employees and employers.
Leave on demand
Who is entitled to leave on demand?
Leave on demand is one of the most flexible solutions in Polish labour law, allowing employees under an employment contract to take short-notice days off. This type of leave is available to every employee, regardless of length of service or type of contract, which makes it a very popular choice among those who need an urgent day off.
Amount of leave
Under the Labour Code, every employee has the right to take up to 4 days of leave on demand in each calendar year. This is part of the overall annual leave entitlement, meaning these days are deducted from the employee's total leave allowance.
Conditions for using leave
Leave on demand is characterised by the fact that the employee can take it without prior planning or advance notice. The employee is required to inform the employer of their intention to take leave on demand no later than the day on which they wish to use it. There is no need to give a reason for taking this type of leave, which gives employees a great deal of freedom and privacy.
Effects of leave
Taking leave on demand has no negative effect on the employment relationship between the employee and the employer. The employee retains the right to pay for the period of absence, and this leave is treated the same as any other day of annual leave. Moreover, taking leave on demand cannot be grounds for any form of discrimination or negative consequences at work, which provides employees with security and peace of mind.
Leave on demand is a valuable tool that allows employees to flexibly manage their working time and personal life. This is particularly important in urgent situations, when it's necessary to take time off immediately.
Unpaid leave
Who is entitled to unpaid leave?
Unpaid leave is an option available to employees who want to temporarily leave their workplace without terminating their employment relationship. Any employee employed under an employment contract can submit a request for unpaid leave. This flexible solution is especially useful for those who need time to attend to personal matters, pursue further education, travel, or even look for a new job.
Amount of leave
Unpaid leave can be granted to an employee for varying lengths of time, depending on individual arrangements with the employer. The length of this leave is flexible – from a few days to even several months – allowing it to be tailored to the employee's specific needs and the company's organisational capacity.
Conditions for using leave
An employee wishing to take unpaid leave must submit a request to their employer. The request should include the expected duration of the leave and, if possible, the reasons why the employee wants to take it. The decision to grant the leave rests with the employer, who takes into account not only the employee's personal situation but also the needs of the company. In practice, employers may require advance planning in order to properly manage human resources during the employee's absence.
Effects of leave
Taking unpaid leave has several consequences. First of all, an employee on unpaid leave does not receive remuneration for the period the leave covers. In addition, this time does not count towards the period of employment, which may affect other employee entitlements, such as the amount of annual leave or pension rights. Nevertheless, the employee retains a formal employment relationship with the employer, which allows them to return to work after the leave without any additional formalities. Unpaid leave also gives the employee the opportunity to look for a new job without risking the loss of their current employment, which is important in cases of career reorientation or a change of career path.
Unpaid leave is an important tool that allows employees to manage their own career and personal life, while employers gain the ability to flexibly manage human resources without having to permanently part ways with valuable employees.
Summary
Polish regulations govern a broad spectrum of employee leave, providing appropriate support for employees, as reflected in the regulations of the Minister of Labour and Social Policy. Depending on their length of service, employees are entitled to a different number of annual leave days, as clearly set out in the Labour Code. Every employee, regardless of the number of hours worked per week, is entitled to the same amount of leave, which makes managing working time easier.
An employer may grant an employee leave in situations such as when the employee wants to take carer's leave for their child, or when they themselves want to take leave to look for a new job. In addition, employees may receive equivalent pay for unused leave, which is beneficial when the employment relationship ends. Employment rights are also protected during leave, and time spent on leave counts towards length of service, which has a significant impact on employee entitlements, such as the amount of annual leave.
The Labour Code also regulates the ways in which absences from work can be justified, which is crucial when granting employees time off. Employees have the option of using outstanding leave as well as the possibility of working for another employer during unpaid leave, which gives flexibility to both employers and employees.
In summary, leave policy in Poland is an example of a comprehensive approach to human resource management, where employees can make use of various types of leave tailored to their individual and professional needs. Effective management of these entitlements translates into increased employee satisfaction and can have a positive effect on productivity for the employer.
