There are two most popular methods of performing work in Poland: on employment agreement basis and on civil law agreements basis. The provisions of Polish Labour Code and other acts concerning labour law apply only to persons employed with employment agreements. Persons performing work under civil law agreements are legally not considered employees.
By establishing an employment relationship, an employee undertakes to perform work of a specified type for the benefit of an employer and under his supervision, in a place and at the time specified by the employer. At the same time, the employer undertakes to employ the employee in return for remuneration. It should be emphasized that employment under the aforementioned conditions is considered employment on the basis of an employment relationship, regardless of the name of the contract concluded between the parties. Employment contract cannot be replaced with a civil law contract where the performance of work conditions specified above remain intact.
termination of employment in Poland (cases, notice period)
income tax and other contributions owed by employer and employee
working time and vacation
temporary work in Poland
minimum requirements and limitations
temporary work agencies - obligations
For any additional information or if you need support with any local employment-related matter, as well as expert services in the following areas: payroll and HR, local and international taxation, accounting and reporting or legal advisory, do not hesitate to contact us:
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