Poland

In Poland, it is common practice for employers to offer a reason (in writing) to terminate a contract of employment. A notice period must be provided to ensure both parties have time to identify and hire a replacement.

Reasons for termination may include any violation of the employment agreement, the performance of the employee, or organisational changes due to macroeconomic reasons, including company shutdown.

In Poland, employees who are on a contract (fixed-term or indefinite) are entitled to a notice period, the duration of which depends on the number of years of service. The notice period is usually three months for employees who have worked with the company for more than three years. The notice period is one month for employees who have between six months and three years of service. For less than that, the notice period is usually a week.

Employers in Poland must offer notice even during a probationary period. This notice period must be between three days and two weeks depending on the terms of the contract.

Severance pay in Poland should always be included in the employment contract. Severance usually becomes applicable when the employer initiates the termination. In the case of employees who have worked with the company for more than eight years, severance compensation is the equivalent of three months’ salary. For employees who have worked with the company for anywhere between two and eight years, severance is two months’ of pay. For employees who have worked with the company for less than two years, severance pay is one month’s salary.

The maximum length of a probationary period of employment in Poland is three months. Polish companies have the right to begin employment relationships with formal “trial contracts,” which usually expire after three months. At the end of such a contract, an employer can either end the relationship or offer the employee a new fixed-term or indefinite contract.