For adult foreigners, the possibility of receiving education in Poland is frequently associ- formed under the employment relationship, service relationship or. Living and Working in Poland. Ministry of Family, Labour and Social Policy. Department Polish education system makes a distinction between school obligation and Employment relationships other than employment contract are appli-. All employment contracts and relationships are transferred to the new .. The employee is required to repay the costs of any training/education funded by the.
Labour Law and Employment in Poland – 2018 Guide
The contribution to social insurance should be paid until 15th day of the next calendar month. The amounts of personal income tax and contributions owed in Poland are presented in the tables below.
Working time and vacation General requirements Working time in Poland should not exceed 8 hours per day and an average of 40 hours per an average five-day working week. For the work performed in excess of the working-time standards employee is entitled to an allowance.
Employment & Labour Law | Poland | ICLG
Specific requirements related to this matter are indicated in the Polish Labour Code. Paid leave An employee is entitled to an annual, paid vacation leave amounting to 20 days — if an employee has been employed for less than 10 years, or to 26 days if an employee has been employed for at least 10 years.
Periods of previous employment, regardless of intervals in employment and how the employment relationship ended, are counted into the employment period determining the right to leave and the length of leave. Graduating from the following schools means the following periods are counted into the employment of period on which the length of leave is based: If an employee attended school while being employed, the employment period determining the length of leave includes either the duration of employment while attending school, or the duration of attending school, whichever is the more favourable to the employee.
In the event of changing the employer during the year, the employee is entitled to paid leave as follows: The total length of leave within a calendar year cannot be shorter than the amount resulting from the employment period, as indicated above. The employer is obliged to pay the remuneration for the first 33 days of incapacity in any given calendar year.
If the incapacity lasts longer the employee is entitled to receive sickness benefit paid by social security institution for a period of up to days.
Unpaid leave At the written request of an employee, the employer in Poland can grant unpaid leave to the employee. When granting unpaid leave longer than 3 months, the parties may provide a possibility to recall the employee from leave for important reasons.
An employer can also grant an employee, with the written consent of the employee, unpaid leave to perform work at another employer for a period set out in an agreement concluded on this matter between the employers. Temporary work According to Polish law, temporary work shall be understood as: The legal scheme of temporary employment is the following: It shall be stressed out that the temporary employee remains the employee of the temporary work agency at all time. In the case of termination without notice, in particular in case of disciplinary dismissal, the termination is effective as of the day when the employee received the termination notice.
The trade union may present its objections with reasons to the employer in writing. The consent of the trade union is required only in the case of employees with special protection against dismissal trade union board members.
The following groups of employees are specially protected: Are employees entitled to compensation on dismissal and if so how is compensation calculated? Reasons related to the individual employee may include personal reasons e.
Employment & Labour Law 2018 | Poland
The employer may also terminate the employment contract without notice if the employee is at fault disciplinary dismissal.
In practice, the most common reason for disciplinary dismissal is a serious breach of basic duties such as unauthorised absence at work, refusing to carry out a task.
In practice, business-related reasons may require that the job position of the employee be liquidated due to economic or organisational changes in the company. Justified reasons for dismissal not related to employees include the following: The employer must meet the following requirements: What are the remedies for a successful claim? The employee may bring a claim for a court to invalidate the termination, or if the contract of employment has already been terminated, for reinstatement to work or for compensation.
The compensation must be awarded at the amount of remuneration due for two weeks up to three months, but in any case it may not be lower than the amount of remuneration for the notice period. The remedies for a successful claim mostly depend on the ability to prove the reasons of termination and observance of the termination procedure.
An agreement with the employee can be settled both before and during the course of court proceedings until the final judgment is passed. The Act applies to entities that employ at least 20 employees and plan to terminate within 30 days, including a minimum of five terminations by mutual agreements and for business reasons, employment contracts, of at least: