How to employ employees in Poland?
6 years ago admin Comments Off on How to employ employees in Poland?
If you have the branch or the company already established in Poland, you may need to employ some employees.
Poland is a country with a limited role of trade unions (only about 23% of employees are covered by collective agreements, mainly those working in heavy industry) so most employment issues can be identified and resolved, directly between the employee and the employer.
If you are looking for developers or IT workers Poland is probably one of the best place in the world to locate your business.
Most of the issues related to the employment relationship is governed by the Labour Code. We will try to briefly introduce specific features of the employment in Poland.
At the recruitment stage the employer may only ask for and process the following personal data of the candidate: name and surname, names of parents, date of birth, place of residence (mailing address), education, the course of previous employment.
The employment contract should be concluded in writing and should specify the parties, type of contract, the date of its conclusion and conditions of work, in particular: type of work, place of work, wage or salary, working time, work starting date.
Within 7 days from the date of the employment contract employer should also inform employee about: working hours (daily and weekly), frequency of wage or salary payments, Holiday entitlement, Notice period, the collective agreement, the employee is covered (if applicable).
The minimum wage in Poland is set annually and in since 2017 it will be 1.000 PLN.
Employer should also remember that in Poland there are restrictions on working hours that in general cannot exceed 12 hours a day and 40 hours a week, however employer can use shift work.
There are also several legally binding regulations regarding public holiday (when the work is additionally regulated), minimum holiday entitlement (20-26 days a year), holiday salary (not less than average wage from last 12 months), sick pay (80% of normal wage, paid by employer in first 33 days of employee disease), maternity leave (in general not more that 52 weeks), paternity leave (14 days).