In this page, we’ll break down all you need to know about leave laws in Poland.
Read on to learn about employees’ rights in regards to paid time off/annual leave, sick leave, parental leave, national/public holidays, and more.
This page is intended for reference purposes only and does not constitute legal advice. Please see official government sources or consult a legal professional for actual legal advice.
All employees in Poland are entitled to paid annual leave.
If an employee has less than 10 years service time, they are entitled to 20 days per calendar year.
If an employee has 10 years service time or more, they are entitled to 26 days per calendar year.
This allowance is prorated proportionately for part-time workers. For example, an employee working 20 hours per week (1/2 of full time) will receive 10 days of annual leave (1/2 of a full-time worker’s allowance).
At least one part of an employee’s annual leave should last at least 14 consecutive calendar days.
Annual leave should be used in full in the calendar year in which it was given. If not used by the end of the year, the employee has until September 30 of the following year with which to use it.
Any unused leave remaining when an employee’s job is terminated shall be paid out, though the employer can request that an employee take any outstanding leave during the notice period.
Learn more about Use It or Lose It policies here.
Employees are entitled to 33 days of paid sick leave, paid at 80% of their regular salary by their employer.
Sick pay increases to 100% of the employee’s regular pay in the case of:
If the employee is still sick after 33 days, they no longer need to be paid by their employer, but are eligible for a sickness benefit from Polish social security. Sick leave can last a total of 182 consecutive days per year, including both the employer-paid and sickness benefit portions.
For employees aged 50 or over, only the first 14 days are paid by the employer. After this time, they are paid via social security.
Poland has 13 public holidays:
| Date | Holiday |
| January 1 | New Year’s Day |
| January 6 | Epiphany |
| March/April | Easter Sunday |
| March/April | Easter Monday |
| May 1 | May Day |
| May 3 | Constitution Day |
| May 28 | Pentecost |
| June 8 | Corpus Christi |
| August 15 | Assumption Day |
| November 1 | All Saints’ Day |
| November 11 | Independence Day |
| December 25 | Christmas Day |
| December 26 | St. Stephen’s Day |
Employees receive a paid day off for these days. Public holidays do not automatically move to another day if they fall on a non-working day. However, if an employee is scheduled to work on a Sunday when a public holiday falls, they receive a paid day off.
If the employee has to work on a public holiday, they are entitled to double pay or a compensatory day off.
Employees are entitled to 20 weeks maternity leave for the birth of one child (31-37 weeks for multiple births).
The employee can use up to six weeks of maternity leave prior to birth. After birth, it is compulsory to take at least 14 weeks of maternity leave.
Maternity leave is covered by social security at 100% of the employee’s regular pay.
Fathers are entitled to up to two weeks of paternity leave, which can be taken up until the child reaches 24 months of age.
Paternity leave is covered by social security at 100% of the employee’s regular pay.
Employees are entitled to a maximum of 32 weeks parental leave (34 weeks for multiple births). This may be used all at once, or split into a maximum of four parts (each part no shorter than eight weeks), and can be used up until the end of the calendar year in which the child reaches the age of six.
During parental leave, the employee is entitled to a social security benefit of 100% of their regular pay for six weeks (eight for multiple births), followed by 60% for the remaining time.
Adoptive parents receive the same rights as natural parents in terms of all forms of parental leave.
Employees are entitled to 36 months of childcare leave, to care for their child under the age of six. This can be increased an additional 36 months if the child has a disability and requires personal care by the employee.
Bereavement leave is partially covered by “special leave”, which will be expanded upon later.
This leave entitles employees to two days off for the death and funeral of their spouse or child, father, mother, stepfather or stepmother, and one day off for the death and funeral of their sister, brother, mother-in-law, father-in-law, grandmother, grandfather, or another dependant or person under their direct care.
What is Bereavement Leave? Click here to learn more.
Employees are entitled to exemptions from work without losing pay for certain circumstances, including:
Employees are entitled to paid leave for certain educational events or obligations:
https://www.biznes.gov.pl/en/firma/doing-business-in-poland/employment-of-workers/annual-leave
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