Introduction: Labor Law Changes in 2025-2026

The Polish labor code continues to evolve to meet modern workplace needs. The 2025-2026 changes represent a comprehensive update affecting employers and employees across all sectors.

Both parties must understand these modifications to ensure compliance and protect their rights. This guide covers all major labor law changes.

Minimum Wage Increases for 2026

Starting January 1, 2026, the national minimum wage increased to 4,242 PLN gross per month, up from 4,060 PLN in 2025. The minimum hourly rate is 26.35 PLN per hour.

Impact on employers

• All minimum-wage employees must see immediate payroll adjustments
• ZUS contribution calculations are affected
• Collective labor agreements may need updating
• Contract workers should expect wage adjustment discussions

Remote Work Regulations — New Legal Framework

Remote work is now permanently regulated with new employer and employee protections.

Mandatory written agreement

Employers must document remote work with specifications for:

• Remote work days per week/month
• Equipment provided by employer (computer, software, VPN)
• Communication requirements and availability
• Data security obligations
• Internet and home office expense coverage
• Health and safety for home workspace

Right to disconnect

Employees can now disconnect from work outside prescribed hours. Employers cannot demand after-hours responses. On-call arrangements must be explicitly agreed and compensated.

Annual Leave and Time Off Policies

Annual leave entitlements remain 20 days minimum, with 26 days for employees aged 50+. New rules clarify carryover provisions.

Leave carryover

• Up to 6 days unused leave carry to next year
• Days beyond 6 are forfeited unless employer prevented taking leave
• Employers can mandate leave dates with 7 days' notice
• Upon termination, all unused leave is paid out

Parental and special leave

• Parental leave extended to 52 weeks per parent
• Right to return to same position guaranteed
• Childcare leave: up to 2 days monthly for children under 14
• Funeral leave: 2 paid days

Working Time and Overtime Regulations

The 40-hour maximum week continues, averaged over 4 weeks. Flexibility is permitted with employee consent.

Overtime compensation

• 150% wage for first 3 hours daily
• 200% for hours beyond 3 hours daily
• Can be time off (with employee agreement) or additional pay
• Documentation required for overtime over 2 hours daily

Rest periods

• 15-minute break for 6+ hour shifts
• 30-minute break for 8+ hour shifts
• Minimum 11-hour rest between working days
• One day off per week (typically Sunday)

Termination Procedures and Protections

Termination rules now require detailed documentation and provide greater worker protection.

Notice periods

Type	Notice Period	Who Can Terminate
For-cause (immediate)	None	Both parties
Ordinary (employer)	14 days minimum	Employer only
Ordinary (employee)	2 weeks minimum	Employee only
Probationary	3 days minimum	Both parties

Required termination documentation

• Specific reason for termination with supporting facts
• Reference to relevant contract or collective agreement provisions
• Final paycheck details with breakdown
• Unemployment benefits eligibility information
• Witness signatures for documented meetings

Employment Contracts — Enhanced Requirements

All contracts must now explicitly include job title, salary (gross/net with deduction breakdown), start date, working hours, location, probationary period, vacation entitlements, termination conditions, and confidentiality clauses.

New Penalties for Non-Compliance

• 1,000-3,000 PLN: Missing required documentation
• 2,000-10,000 PLN: Minimum wage violations
• 3,000-15,000 PLN: Unsafe conditions or missing safety equipment
• 5,000-30,000 PLN: Systematic or repeated violations

Practical Compliance Checklist

Immediate actions (by April 2026)

• Review contracts for wage compliance (minimum 4,242 PLN)
• Adjust payroll and ZUS calculations
• Document all remote work agreements
• Update employee handbook with leave rules
• Train managers on termination procedures

FAQ

Do changes apply to employees hired before 2026?

Yes. All employees receive new minimum wage and benefit standards regardless of hire date.

Can employers refuse remote work?

Yes, but if any employees work remotely, same rules apply uniformly. Refusing without objective business reasons may trigger discrimination claims.

What if employees don't take annual leave?

At least 14 of 20 days must be taken. First 6 unused days carry over; remaining days are forfeited unless employer prevented taking leave.