Understanding employee leave entitlements is a fundamental aspect of managing a workforce in Poland. The Polish Labour Code sets out minimum standards for various types of leave, ensuring employees have time off for rest, illness, family responsibilities, and other significant life events. Employers operating in Poland must adhere to these regulations to ensure compliance and maintain positive employee relations.
Navigating the specifics of annual vacation, public holidays, sick leave, and parental leave requires a clear understanding of the legal framework. This guide provides an overview of the key leave types and entitlements applicable in Poland for 2025, helping employers effectively manage their leave policies.
Annual Vacation Leave
Employees in Poland are entitled to a minimum amount of paid annual leave, the duration of which depends on their total length of service. This service includes previous employment periods and certain educational qualifications.
- Entitlement:
- 20 days per year for employees with less than 10 years of total service.
- 26 days per year for employees with 10 or more years of total service.
- Calculation of Service: The total length of service includes all periods of employment, regardless of the employer, as well as periods of education. For education, specific durations are added to the service calculation:
- Basic vocational school: 3 years
- Secondary vocational school: 5 years
- Secondary general education school: 4 years
- Post-secondary school: 6 years
- Higher education (university degree): 8 years
- Note: Only the highest level of education completed is counted towards the service period.
- Accrual: Leave is typically accrued proportionally throughout the year. For employees starting their first job, leave accrues at a rate of 1/12th of the annual entitlement for each month of employment in their first year. After the first year, the full annual entitlement is typically granted at the beginning of the calendar year.
- Usage: Leave should generally be taken in one block, but it can be split into parts. At least one part must be a minimum of 14 consecutive calendar days (including weekends and public holidays). Untaken leave from the previous year must be used by September 30th of the following year.
| Years of Service | Annual Leave Entitlement |
|---|---|
| Less than 10 | 20 days |
| 10 or more | 26 days |
Public Holidays
In addition to annual leave, employees in Poland are entitled to days off on public holidays, which are typically paid days. If a public holiday falls on a Saturday, employees are usually granted an additional day off.
Here are the public holidays expected in Poland for 2025:
| Date | Holiday |
|---|---|
| January 1 | New Year's Day |
| January 6 | Epiphany |
| April 20 | Easter Sunday |
| April 21 | Easter Monday |
| May 1 | Labour Day |
| May 3 | Constitution Day |
| June 8 | Pentecost Sunday |
| June 19 | Corpus Christi |
| August 15 | Assumption Day |
| November 1 | All Saints' Day |
| November 11 | Independence Day |
| December 25 | Christmas Day (First Day) |
| December 26 | Christmas Day (Second Day) |
Sick Leave
Employees in Poland are entitled to paid sick leave when they are unable to work due to illness or injury, certified by a doctor.
- Duration and Pay:
- An employee is entitled to sick pay for a maximum of 182 days per year.
- For incapacity caused by tuberculosis or occurring during pregnancy, the maximum period is 270 days.
- For the first 33 days of sick leave in a calendar year (or 14 days for employees over 50), the employer pays the sick benefit.
- From the 34th day (or 15th day for employees over 50) onwards, the sick benefit is paid by the Social Insurance Institution (ZUS).
- Sick Pay Rate:
- Generally, sick pay is 80% of the employee's average monthly remuneration from the past 12 months.
- Sick pay is 100% of the average monthly remuneration if the incapacity is due to:
- An accident at work or occupational disease.
- Illness during pregnancy.
- Necessary medical examinations for organ, tissue, or cell donors, or the procedure of donation itself.
| Duration of Sick Leave (per year) | Payer | Pay Rate (of average remuneration) | Notes |
|---|---|---|---|
| First 33 days (or 14 days > 50) | Employer | 80% (or 100% in specific cases) | |
| From 34th day (or 15th day > 50) | ZUS | 80% (or 100% in specific cases) | Max 182 days (270 for TB/pregnancy) |
Parental Leave
Poland provides comprehensive parental leave options, including maternity, paternity, and parental leave, allowing parents to care for newborns and young children.
- Maternity Leave:
- Entitlement: Typically 20 weeks for the birth of one child, increasing for multiple births (up to 37 weeks for five or more children).
- Usage: A portion of maternity leave (up to 6 weeks) can be taken before the expected delivery date. The remaining leave must be taken after the birth.
- Pay: 100% of the average monthly remuneration.
- Paternity Leave:
- Entitlement: 2 weeks.
- Usage: Must be taken by the father by the time the child turns 12 months old.
- Pay: 100% of the average monthly remuneration.
- Parental Leave:
- Entitlement: Up to 41 weeks for the birth of one child, or 43 weeks for multiple births, following the end of maternity leave. This leave can be shared between both parents.
- Usage: Can be taken in one go or in parts, up to a maximum of 5 parts, until the calendar year in which the child turns 6 years old. Each parent has an exclusive right to 9 weeks of parental leave that cannot be transferred to the other parent.
- Pay: The benefit rate is generally 70% of the average monthly remuneration. However, if the employee applies for the full duration of parental leave (41 or 43 weeks) within 21 days of the child's birth, the monthly benefit for both maternity and parental leave combined is 81.5% of the average remuneration.
Other Types of Leave
Beyond the main categories, Polish law provides for several other types of statutory leave for specific circumstances.
- Bereavement Leave: Employees are entitled to paid leave upon the death of a family member:
- 2 days for the death of a spouse, child, mother, father, stepmother, or stepfather.
- 1 day for the death of a sister, brother, mother-in-law, father-in-law, grandmother, grandfather, or any other dependent or person under the employee's direct care.
- Marriage Leave: 2 days of paid leave for the employee's own marriage or the marriage of their child.
- Childcare Leave (Article 188): Employees raising a child under 14 years old are entitled to 2 days or 16 hours of paid leave per calendar year. This leave is separate from annual leave and is fully paid.
- Study Leave: Employees undertaking education in external forms (e.g., evening classes, distance learning) with the employer's consent are entitled to paid leave for specific purposes related to their studies, such as attending classes or preparing for exams. The duration depends on the type and form of study.
- Unpaid Leave: An employer may grant unpaid leave upon an employee's request. The duration is agreed between the employer and employee. During unpaid leave, the employment contract is suspended, and the employee is not entitled to remuneration or social insurance benefits (unless they choose to continue voluntary contributions).
- Force Majeure Leave: Employees are entitled to 2 days or 16 hours of paid leave per calendar year due to urgent family matters caused by force majeure, in case of illness or accident, if the immediate presence of the employee is indispensable. This leave is paid at 50% of the employee's remuneration.
