1. Brief Description of Anti-Discrimination Laws An employer shall respect the dignity and other personal rights of an employee and employees have equal rights for equal performance of the same duties. This principle in particular is applied to the equal treatment of men and women at work. It is not permissible to discriminate an employee, […]
1. Required Permits The current regulations on employing foreigners in Poland differentiate between the legal situation of citizens of EU member states and the legal situation of citizens of the remaining countries. There are also differences in the scope of the kind of work performed by a foreigner. In the case of some professions, the […]
1. Employees’ Rights Employee rights in the case of a transfer of undertaking are defined in the Labour Code. Under the law, the new employer becomes a party to the current work relations. Consequently, under the principle of a legal successor, the new employer acquires any and all rights resulting from the work relations established […]
1. Brief Description of Employees’ and Employers’ Organizations The essence of the freedom to associate results in an unrestricted possibility to establish trade unions and employers’ organizations and to join such organizations. The freedom is guaranteed both in the Constitution of the Republic of Poland and in the Labour Code. These issues are regulated in […]
1. Minimum Requirements The Labour Code distinguishes a number of employment contracts, including an employment contract for a trial period, an employment contract for a fixed term and an employment contract for an unlimited term. Regardless of its type, the employment contract should define the parties to it, the contract’s type, the date of its […]
In Polish law there are strict limitations on background checks. An employer may require an applicant to provide the following personal data only: name(s) and surname, names of parents, date of birth, place of residence (mailing address), education and employment record. Personal data is provided to an employer in the form of a statement issued […]
1. Definition of Restrictive Covenants An employee shall not engage in any activity in competition with the employer, and shall not perform work under an employment relationship or on another basis to the benefit of any entity involved in such an activity (non-competition clause) unless such activity stated permissible in a separate agreement. This includes […]
1. Can the employer restrict the employee’s use of Internet and social media during working hours? The Employer may restrict the employee’s use of Internet and social media during working hours, as well as monitor access to websites, which are not work-related. Collected data from monitoring may be used by the employer during the employee’s […]
1. Legal Framework The principles of social insurance coverage and the rules of establishing social insurance contributions are regulated in the Act on social insurance system under which the employees are subject to mandatory pension, disability, health and accident insurance. 2. Required Contributions The amounts of contributions to pension, disability and health insurance are expressed […]
1. Grounds for Termination An employment contract can be terminated only on the grounds listed in the Labour Code. This means that both the parties to a collective labour agreement and the parties to the contract cannot establish other grounds for terminating the employment contract. They cannot combine or modify individual grounds, either. As follows […]
1. Minimum Working Conditions The most important principles regarding working and remuneration conditions are set forth in the Labour Code. Nevertheless, the provisions of the Labour Code in this scope constitute only a minimum of employee rights, which can be broadened by the employer. 2. Salary The basis for the amount of employee’s remuneration is […]
