What should you know about Trial Period Contracts in Poland?

In Poland, trial period contracts are a common practice used by employers to assess a new employee’s suitability for a role before committing to a permanent or fixed-term contract. These contracts are governed by the Polish Labor Code and provide a structured approach to evaluating both the employee’s performance and the overall fit within the company.


Duration of Trial Period Contracts

  • Maximum Duration: The trial period contract in Poland can last up to 3 months. This timeframe allows employers to evaluate the employee’s skills and work habits effectively.
  • Shorter Duration: While the trial period can be set for a shorter duration, it cannot exceed the 3-month limit. After the trial period, if both the employer and employee are satisfied, the employer may offer a permanent or fixed-term contract.


Conditions and Protections

Employees on trial period contracts are entitled to the same legal protections as those on permanent contracts. These protections include:

  • Paid Leave: Employees accrue paid leave during the trial period, which is calculated proportionally.
  • Social Security: Employees are covered by social security and other benefits.
  • Termination Notice:The trial contract can be terminated by either party, with the notice period depending on the length of the trial period:
    • 3 days' notice if the trial period is up to 2 weeks.
    • 1 week's notice if the trial period is longer than 2 weeks but less than 3 months.
    • 2 weeks' notice if the trial period is 3 months.


No Repeat of Trial Period Contracts

A key regulation in Poland is that a trial period contract can only be offered once for the same role with the same employer. If an employee is rehired for the same job after a previous trial period, they must be given a fixed-term or permanent contract rather than another trial period contract.

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