|How to find a job in Poland?
Jobs in Poland can be sought in various ways. One of those methods is browsing websites with job opportunities. Another method is submitting a CV and a cover letter to the chosen employer. One may also use the agency services of:
- Public Employment Services
Poviat labour offices have access to job opportunities published online in a central job database at http://oferty.praca.gov.pl. In order to receive assistance in the job seeking process, as well as other forms of assistance and vocational activation, one has to register in the labour office as a job seeker or an unemployed person.
Registration can be done directly at the poviat labour office or online.
Persons applying for registration as unemployed or job seekers must present the following documents to the PLO officer:
1) identity card or another identification document,
2) school graduation certificates, diplomas or other certiﬁcates of qualifications or certificates of completion of training,
3) employment certificates and other documents necessary for determination of the rights of the applicant,
4) documents stating contra-indications for the performance of specific work, if the applicant has such documents.
All legally operating employment agencies should be entered in the register of entities managing employment agencies, which is confirmed by a certificate issued by the marshal of a voivodeship. The list of agencies is available at http://www.kraz.praca.gov.pl or at the labour offices portal http://www.psz.praca.gov.pl, tab Rejestr agencji zatrudnienia. The list is also available at the poviat labour offices, voivodeships labour ofﬁces or Information and Career Planning Centres.
An employment agency must not charge any fees (except for the actual costs associated with the referral to work abroad) from the people for whom it seeks a job or other paid work, or whom assists in choosing the right occupation and place of employment.
- Websites with job opportunities
They allow for browsing jobs or uploading CV’s. The list of websites below is not exhaustive and contains examples of websites for job seekers. They are mostly run by private entities. Their inclusion in this brochure should not be interpreted as a recommendation of a given website owner by the Ministry of Labour and Social Policy, but merely as an example illustrating the vast opportunities of online job seeking.
Examples of websites:
- Newspapers with job opportunities
Most daily newspapers, both nationwide and local, have special sections with job opportunities. Most advertisements can be found in the Monday edition of Gazeta Wyborcza (Praca insert) and in the Moja Kariera insert in Rzeczpospolita, published on Wednesdays.
http://www.praca.gov.pl – Public Employment Services online,
http://www.psz.praca.gov.pl – information portal of Public Employment Services,
http://www.zielonalinia.gov.pl – Employment Services Centre for Information and Consultation,
http://www.eures.praca.gov.pl – Polish EURES information website,
http://www.kraz.praca.gov.pl – register of employment agencies,
http://www.mbp.ohp.pl – jobs posted by the Voluntary Labour Corps.
How to write a CV and a cover letter?
A CV should include the following information:
- personal details (first name, last name, address, telephone number, e-mail),
- professional experience,
- additional qualifications,
- additional skills.
The following clause (signed by hand) should be written under the CV: I hereby agree for the storage and processing of my personal data for recruitment purposes (pursuant to the Act of 29 September 1997 on personal data protection).
The CV should be as concise as possible – it should not be longer than one page (max 2) of white A4 paper.
A cover letter is a brief text that should justify the choice of a given job. It can be more personal than a CV. It should not be longer than one page of a white A4 paper. It should be signed by hand.
Having analysed the CV’s and cover letters of the candidates, the employer invites selected persons for a job interview.
Model CV’s and cover letters can be found e.g. at the Public Employment Services website http://www.psz.praca.gov.pl, tab Jak przygotować się do rozmowy? Practical advice on how to write a CV and cover letter can also be found at the website of the Employment Services Centre for Information and Consultation http://www.zielonalinia.gov.pl, tab Employment.
Agreements that form the basis for working in Poland
Citizens of EU Member States may work in Poland without the need to obtain a work permit.
1. Employment contract
The primary form of employment in Poland is an employment contract. It is also the most advantageous contract as far as additional rights are concerned, i.e. the employee entitlements. The matters related to the employment contract are regulated by the Labour Code. Other forms of employment in Poland include an appointment, nomination, election and a cooperative employment contract. Other forms of employment may be used if such a possibility has been provided for by law.
When entering into an employment contract with a Polish employer, EU citizens are, as a rule, subject to Polish Labour Code regulations.
The Labour Code defines the following types of employment contracts:
- employment contract for a probation period – such a contract can precede any other contract, but it cannot be executed for a period longer than three months,
- fixed-term employment contract – it is a long-term contract. The Labour Code restricts the number of such contracts to be entered into with the same employee. Should a fixed-term employment contact be executed twice for the consecutive periods, then the next contract is to be considered, in terms of legal effects, as a permanent employment contract (even if it was officially signed as a fixed-term contract). Such an effect, i.e. conclusion of a permanent employment contact, occurs when the interval between termination of the previous fixed-term employment contract and the date of execution of the next fixed-term employment contact does not exceed one month.
- employment contract for a specific task,
- permanent employment contract.
Apart from the abovementioned options, there are also non-standard forms of employment:
- part-time work, which cannot be implied as less advantageous conditions of work and pay than the ones applicable to the full time work of the same or similar type,
- temporaryy work: the employee is hired on the basis of an employment contract via a temporary work agency to perform temporary work for and under the supervision of another entrepreneur, the so-called user employer; it can be work of a seasonal, periodic and short-term nature, or work the timely execution of which would not be possible, or work performed in replacement for an absent employee of the user employer,
- teleworking, i.e. work that can be carried out on a regular basis outside the workplace with the use of means of electronic communication; such form of employment is voluntary. Teleworking regulations guarantee equal treatment in employment, including prohibition of discrimination due to engaging in this form of employment or declining to engage in teleworking.
Entering into an employment contract
An employee has to be at least 18 years old, subject to regulations governing the employment of minors. A minor in this context is a person aged at least 16 but not yet 18. As a rule, it is forbidden to employ a person younger than 16 years old in Poland.
An employment contract should be made in writing, and it should specify the parties to the contract, the type of the contract, the date of its conclusion and the terms and conditions of work and payment, in particular:
- the type of work,
- the place of work,
- the salary for a given type of work, with information about the payroll components,
- the working time,
- the date of starting work.
If an employment contract has not been made in writing, the employer should confirm in writing the arrangements concerning the type of the contract, the parties and the terms and conditions at the latest on the day when the employee starts work.
Changes in the terms and conditions of an employment contract
A change in the terms and conditions of an employment contract will be null and void unless made in writing, and it can be introduced:
- by mutual agreement of the parties (the employer and the employee agree to change the terms and conditions of the contract and define the date from which the changes would become effective),
- by the employer by way of termination notice that modiﬁes the terms and conditions of work and payment.
In such situation, the employee may:
– accept the offered terms and conditions; after the end of the notice period, they would be bound by the new terms and conditions,
– refuse to accept the offered terms and conditions before the end of the half of the notice period; after the end of the notice period, the employment contract will be terminated;
– submit no declaration, which would imply their acceptance of the offered terms and conditions; after the end of the notice period, they would be bound by the new terms and conditions.
Termination of an employment contract
An employment contract can be terminated:
- by mutual agreement of the parties,
- by one of the parties upon prior notice,
- by one of the parties without prior notice,
- when the contract duration has expired,
- when the work under the concluded contract has been completed.
Termination of an employment contract by mutual agreement of the parties – under this procedure, the employer and the employee agree to terminate the employment contract within the agreed deadline.
Termination of an employment contract upon prior notice – the employment contract is terminated by the employee or the employer in writing upon prior notice.
The notice period for a permanent employment contract depends on the period of employment with a given employer. The notice period is:
two weeks if an employee was employed for less than six months; one month if an employee was employed for at least six months; and three months if an employee was employed for at least three years. In the case of fixed-term contracts for a period longer than six months, the parties can agree to terminate the contract earlier upon two weeks’ notice.
Termination of an employment contract without prior notice – an employment contract is terminated by the employee or the employer in writing without prior notice. The employer may terminate an employment contract under this procedure through the fault of the employee, if:
- the employee is in gross breach of their basic obligations,
- the employee commits a crime within the duration of the employment contract, which prevents their further employment at the specific position, if the crime is obvious or confirmed by a final judgement of a court,
- the employee loses their licence to work at a specific position, through the fault of the employee,
or through no fault of the employee, if:
- the employee is unfit for work due to an illness taking place for a specific time, in accordance with the labour law,
- the employee is absent at work for legitimate reasons other than an illness, for a period longer than one month.
The employee may terminate an employment contract without prior notice, if:
- a medical certificate confirms that the work carried out by that employee has detrimental impact on their health, and the employer does not transfer them within the deadline specified in the medical certiﬁcate to perform other type of work that is suitable in terms of their health and professional qualifications,
- the employer is in gross breach of their basic obligations toward the employee.
Poland also regulates in detail the conditions of termination of employment contracts for reasons unrelated to employees. Such regulations govern collective and individual redundancies and apply to employers who employ at least 20 workers.
The working time cannot exceed 8 hours a day and 40 hours a week (with an average working week lasting five days) in the given settlement period. The weekly working time, including overtime, cannot exceed 48 hours on average in the given settlement period. Work on Sundays and holidays is acceptable in cases specified in the Labour Code, e.g. in shift work, in transport and communication, and with regard to work necessary due to its social usefulness and everyday needs of the community. The employer is obliged to grant other work-free day for an employee who works on Sundays and holidays, and a work-free Sunday at least once every four weeks.
The night time is eight hours, between 21 p.m. and 7 a.m. An employee working at night is entitled to an additional bonus for each hour of work at night.
Work in overtime is the work performed in excess of the standard working time and in excess of the extended daily working time, e.g. in case of a rescue operation to protect human life or health, property or the environment, in case of repairs or due to specific needs of the employer. The maximum amount of overtime work in a calendar year resulting from extraordinary needs of the employer is 150 hours. Remuneration for working overtime can be provided in the form of a bonus or a time off work.
The salary should be agreed upon so as to correspond to the type of work and to the qualifications required for such work, and to take into account the amount and quality of the provided work.
The terms and conditions of the salary shall be specified by: collective labour agreements or sectoral collective labour agreements (entered into by the employees who have trade union organisations operating in their companies), salary rules (at employers who employ at least 20 employees who are not covered by a collective labour agreement or a sectoral collective labour agreement) and employment contracts. Salary is payable for the already performed work. An employee has the right to receive salary for the time when no work was performed only if the applicable labour law regulations so provide. Salary is paid at least once a month on a ﬁxed date agreed upon in advance. The salary is paid in cash. Payment of a part of the salary in the form other than cash is acceptable only when the labour law regulations or the collective labour agreement so provide. Salary can be paid otherwise than directly to the employee, e.g. to a bank account, upon prior written consent of the employee or if the collective labour agreement so provides.
To protect salaries, Polish Labour Code stipulates that an employee is not allowed to waive their right to remuneration or to transfer it to another person.
Polish law provides for the minimum guaranteed salary. At present, it amounts to PLN 1,850 gross (as of 1 January 2017) for a full-time employee.
An employee is entitled to an annual, uninterrupted, paid leave. An employee is not allowed to waive their right to such leave. The annual leave of a full-time employee in a calendar year amounts to:
- 20 days, if the employee has been employed for less than 10 years,
- 26 days, if the employee has been employed for at least 10 years.
An employee who takes up work for the ﬁrst time is granted the right, in the calendar year in which they took up the work, to a leave for each completed month of work, in an amount of 1/12 of the annual leave to which they are entitled for one completed year of work. An employee acquires the right to further leaves in every following calendar year.
The annual leave for a part-time employee is calculated proportionally to the time of work of such employee.
The employer is obliged to grant leave to the employee in the calendar year in which the employee acquired the right to the leave. Unused leaves should be used by the end of the third quarter of the following calendar year. Should the leave be unused until the day of termination of the employment contract, the employee is entitled to a cash equivalent for the leave.
Upon the employee’s request, the leave can be divided into parts. In such case, at least one part of the leave should last 14 consecutive calendar days.
The employee is entitled to full remuneration for the period of the leave that the employee would have received if they had worked during that period.
Other leaves and special leaves
Apart from the annual leave, the Labour Code defines the following types of leave:
- unpaid leave – granted upon written request (this type of leave is not included in the employment period on which employee entitlements depend),
- maternity leave – it is granted to a female employee who has given birth, and equals:
– 20 weeks for one child at one birth,
– 31 weeks for two children at one birth,
– 33, 35 or 37 weeks for: three, four or five and more children at one birth respectively.
Having used 14 weeks of maternity leave, the employee may transfer the remaining part of her maternity leave to the father taking care of the child. Before the expected date of delivery, no more than six weeks of maternity leave can be used.
A female employee has also the right to additional maternity leave that is granted upon request directly at the end of maternity leave and which equals:
- up to six weeks for one child at one birth,
- up to eight weeks for more than one child at one birth.
Part of the maternity leave can be used by the employee being the father taking care of the child.
Maternity benefit equalling 100% of the salary is granted for the period of the maternity leave.
- parental-leave – directly after the end of the additional maternity leave, the employee is entitled to 26 weeks of parental leave, regardless of the number of children at one birth. Parental leave is granted upon written request of the employee. Both parents can use the parental leave; however, total period of the leave cannot exceed 26 weeks. It can be used in full or divided into up to three consecutive parts, no shorter than eight weeks each. Parental leave is a paid leave during which a maternity benefit is paid, equalling 80% or 60% of the salary, depending on the chosen settlement method,
- paternity leave – it is granted to a male employee – the father taking care of the child, upon his request, before the child reaches the age of 12 months; the leave is two weeks.
Maternity benefit is granted to the father (employee) for the period of the paternity leave.
- child care leave – it is granted to an employee and for up to three years in order to exercise personal care of the child; however, no longer than until the child reaches the age of 5; in order to use this type of leave, an employee has to have at least a six-month employment period. The leave can be used by a mother or father who are employees; they both may use the child care leave at the same time for the period of three months,
- training leave – is granted to an employee who improves their professional qualifications at the employer’s initiative or with the employer’s approval in accordance with the provisions of the Labour Code,
- special leaves are granted e.g. in the case of:
– employee’s wedding or birth of their child, death and funeral of the employee’s spouse or of their child, father, mother, stepfather, or stepmother – two days,
– wedding of the employee’s child, or death and funeral of their sister, brother, mother-in-law, father-in-law, grandmother, grandfather, and any other dependant of the employee or under their direct care – one day.
If a special leave is granted e.g. because of a wedding, birth or funeral, the employee is entitled to a salary they would receive if they worked.
Documented periods of employment of the EU citizens, completed abroad for the foreign employers, are included in the periods of employment in Poland in terms of employee entitlements.
http://www.mpips.gov.pl – Ministry of Labour and Social Policy
https://rodzina.gov.pl – everything about family
http://www.rodzicielski.gov.pl/ – information about parental leave
http://www.pip.gov.pl – National Labour Inspectorate
2. Contract of mandate
Contract of mandate is a popular form of work performance because of the freedom to formulate its provisions, such as working time or place of work. This type of contract is governed by the Civil Code. A contract of mandate is entered into for a specified or unspecified time. A mandatory undertakes to carry out specific activities for the mandator. It is referred to as an agreement of due diligence: the mandatary does the work “as best as they can”. The mandatary carries out the work under the contract of mandate on their own (there is no subordination or work under somebody’s instruction, which is typical for an employment contract), and they can also freely choose the deadline and place to carry out the work on their own (a contract of mandate usually defines only the final deadline for contract execution). A contract of mandate can be terminated by either party. If the contract is terminated by the mandator, they are obliged to refund all costs incurred by the mandatary and to pay the part of the remuneration for the activities performed. If the contract is terminated by the mandatary, they are obliged to liquidate the damage incurred by the mandator on the account of failure to perform the contract.
After execution of a contract of mandate, the mandatory is subject to the provisions concerning social insurance and taxes.
3. Contract for specific work
A contract for specific work is governed by the provisions of the Civil Code. It is a so-called agreement of result: the contracted party undertakes to carry out a specific task, and the contracting party to pay the remuneration specified under the contract.
Please note that the use of the contract of mandate or contract for specific work in order to circumvent the regulations on social insurance and employee entitlements is an offence. Work during ﬁxed hours, with a ﬁxed scope of duties and under the supervision of the employer might be perceived by audit authorities as work performed under an employment contract.
Recognition of professional qualifications
If an EU/EEA citizen intends to work in a regulated profession in Poland or has acquired their qualifications in Poland and intends to work in another Member State in a profession that is regulated in such Member State, they need official recognition of qualifications. Qualifications are recognised by competent authorities of the receiving Member State. In the case of non-regulated professions, decision on the employment of a person having qualifications acquired in other EU/EEA Member State belongs to the employer. Official recognition of professional qualifications is not necessary.
Recognition of professional qualifications acquired in the EU/EEA is regulated by Directive 2005/36/EC of the European Parliament and of the Council of 7 September 2005 on the recognition of professional qualifications (OJ L 255 of 30.09.2005, p. 22, as amended). The Directive was implemented in the Polish law by way of the Act of 18 March 2008 on the rules of recognition of professional qualifications acquired in the European Union Member States (Dz.U. No. 63, item 394) and separate regulations for individual sectoral professions: doctors, dental practitioners, nurses, midwives, pharmacists, veterinary surgeons and architects.
The aim of Directive 2005/36/EC is to guarantee to each citizen of an EU Member State the recognition of qualifications for pursuing a regulated profession or activity in a Member State other than the one in which they have acquired their professional qualifications.
Recognition of professional qualifications takes place on the basis of:
- sectoral system of recognition of qualifications,
- general system of recognition of qualifications.
- 1. The sectoral system of recognition of professional qualifications is system of automatic recognition of qualifications that covers seven regulated professions: doctor (general practitioner and specialist), dental practitioners, pharmacist, nurse, midwife, veterinary surgeon and architect. The fact that a given person has appropriate qualifications specified in the Directive (including, but not limited to, a diploma or professional title – as provided for in Directive 2005/36/EC) is a sufficient condition to recognise their qualiﬁcations and to be employed.
- 2. The general system of recognition of professional qualifications is a system of recognition of qualifications for the regulated professions and activities that are not covered by the sectoral system of recognition of professional qualifications. Therefore, instead of being recognised automatically, they are considered individually by relevant competent authorities of the receiving country. If the disparities in education or practice of a given profession are significant, the competent authority may make the recognition of qualifications conditional on the application of one of the compensation measures, i.e. completion of an adaptation internship or taking an aptitude test, whereas in most cases the decision is made by the applicant. In addition, professional experience of the person applying for the recognition of qualifications is also taken into consideration.
An application for recognition of professional qualifications with relevant appendices should be submitted to the institution indicated as the authority competent for recognising qualifications to practice a given regulated profession.
Where deficiencies are detected in the documentation, the competent authority requests the applicant in question to complete it. The decision on the recognition of professional qualifications should be issued within three months from the date when complete case files were delivered; in exceptional cases, the deadline can be extended to four months.
In the course of the proceedings on the recognition of professional qualifications, the competent authority may consult the Ministry of Science and Higher Education or a board of education on the foreign educational attainment of the applicant.
Provisions of cross-border services
EU citizens who practice a profession or pursue activity in one of the EU Member States in accordance with the legislation in force in such Member State have the right to provide services on the territory of another Member State with regard to that profession or activity.
Such services can be provided on the following conditions:
– the provider moves to another Member State in order to provide services on a temporary and occasional basis,
– if a given profession is regulated in the “receiving” Member State and it is not regulated in the Member State where the provider has its registered seat, the provider needs to prove that they have been practising their profession/pursuing their activity in the latter Member State for at least two years in the last ten years preceding the provision of the services in question. This requirement does not apply if the education or vocational training preparing to practice a given profession/pursue a given type of activity is regulated in detail by applicable legislation.
In the case of providing services for the first time with regard to regulated professions connected with health or public safety, the defective practising of which could have serious consequences for the clients, the competent authority of the receiving Member State may verify the professional qualifications of such service provider (prior check).
EU citizens who acquired their professional qualifications in one of the EU Member States and who would like to practice their profession in Poland should ﬁrst verify whether their profession is a regulated profession in Poland. The list of regulated professions is available at the website of the Ministry of Science and Higher Education:
A regulated profession is a set of professional activities the practising of which depends on whether the requirements laid down in the regulations effective in a given Member State are met with regard to the access to the practising of respective professions.
Each EU Member State decides on a discretionary basis on regulating access to certain professions. Therefore, the same profession could be regulated profession in one Member State, while in other Member States it would not be regulated.
Polish information centre for the recognition of professional qualifications in accordance with Directive 2005/36/EC – contact
Ministry of Science and Higher Education
Telephone: +48 22 52 92 266
Fax: +48 22 50 17 130
e-mail: firstname.lastname@example.org – please note only e-mails containing the following information: first name and last name of the person requesting information, address (post code, city, street, house/flat number) and description of the specific case will be answered.
And for those who are students, most likely with time constraints with studies would be hard to work full-time jobs. But there is a way to make an income by teaching languages. Right now there is a huge demand for native speakers of English, French, Spanish e.t.c. You can teach grammar, conversations classes, have in-company classes. One way is applying to language schools on sites like
The other way is using the same sites up to create an ad as a native speaker to have private lessons in different levels, from A1 to conversations, business English. The price range for classes should range between 40 zł to 60 zł per hour, but be ready to negotiate. One more thing is you’ll have to be flexible as this will entail you to be travelling to almost all corners of Warsaw for example.
Good luck to everyone out there!