Poland Leave Laws and Holidays

Employed mothers are entitled to a minimum of 20 weeks of maternity leave, which includes 6 weeks that can be taken before the expected birth date.

Employers should be notified of the pregnancy and expected date of childbirth as soon as it is confirmed to arrange for maternity leave.

Maternity leave is a statutory right and does not require approval from the employer, although notification is required.

After the initial 20 weeks, additional maternity leave can be taken as parental leave, which can extend up to the child's first year.

Maternity leave is not accrued but is available as a full entitlement once the employee meets the eligibility criteria (e.g., confirmation of pregnancy).

Maternity leave is to be taken around the time of childbirth and cannot be carried over.

Maternity leave benefits are not subject to payout upon termination as they are intended for use during the period surrounding childbirth.

There is no end of year payout for maternity leave as it must be used in relation to the childbirth period.

Women on maternity leave are protected from dismissal during this period, except under exceptional circumstances not related to the pregnancy or leave.

Employees are entitled to up to 2 days of bereavement leave for the death of a close family member.

Employers should be notified as soon as possible, typically immediately upon the occurrence of the event that necessitates the leave.

Bereavement leave is granted based on immediate family needs and does not typically require prior approval.

Additional quota for bereavement leave is not typically available beyond the 2 days provided by law.

Bereavement leave does not accrue and is granted as needed in the event of the death of a close family member.

Carry over of bereavement leave is not applicable.

Unused bereavement leave is not paid out upon termination of employment.

There is no end of year payout for unused bereavement leave.

Bereavement leave is typically available for the death of immediate family members, including spouses, children, parents, and siblings.

The quota for unpaid leave is not fixed and can vary widely depending on the agreement between employer and employee.

The notice period for unpaid leave can be negotiated between the employer and the employee and may depend on the reasons for the leave and the operational needs of the employer.

Unpaid leave generally requires approval from the employer, as it is not a statutory right and depends on the employer's policies and the specific circumstances of the request.

Additional quota for unpaid leave is entirely at the discretion of the employer and can be negotiated based on the employee's needs and the business's capacity to accommodate those needs.

Unpaid leave does not accrue over time as it is not a statutory leave but rather a mutually agreed-upon arrangement between employer and employee.

Carry over rules do not apply to unpaid leave as it does not accrue and is typically negotiated on a case-by-case basis.

There is no payout for unused unpaid leave upon termination as it does not accrue or have a statutory quota.

There is no end of year payout for unpaid leave, as it does not accrue or have a fixed quota.

Rules for unpaid leave are highly variable and depend on the specific terms agreed upon by the employer and the employee.

Fathers are entitled to 2 weeks of paternity leave, which can be taken in parts or all at once, until the child reaches the age of 24 months.

Fathers should notify their employer of their intention to take paternity leave at least 7 days before the planned start date.

While paternity leave is a statutory right, the scheduling and specific timing of the leave may require approval from the employer.

There is no additional quota for paternity leave beyond the 2 weeks provided by law.

Paternity leave does not accrue and must be used within the first 24 months of the child’s life.

Any unused paternity leave must be taken within 24 months of the child's birth and cannot be carried over beyond this period.

Unused paternity leave is not paid out upon termination of employment.

There is no end of year payout for unused paternity leave.

Paternity leave can be taken in one continuous period or in parts, providing flexibility for fathers in coordinating care and bonding time with their child.

Employees are entitled to 20 days of paid annual leave if they have been employed for less than 10 years, and 26 days if employed for 10 years or more.

The notice period for taking annual leave is not explicitly specified, but it should be given well in advance and be mutually convenient for both the employer and the employee.

The scheduling of annual leave must be approved by the employer, typically based on the needs of the organization.

There are no statutory provisions for additional annual leave quotas beyond what is prescribed based on the length of service.

Annual leave accrues monthly, based on the employee's length of service and is calculated proportionately.

Carry over of unused annual leave is possible but must be used by the end of the first quarter of the following year.

Any accrued but unused annual leave is paid out upon termination of employment.

There is no statutory requirement for the payout of unused annual leave at the end of the year, as it can be carried over.

The employer generally determines the timing of annual leave, although employee preferences should be considered to the extent possible.

Employees are entitled to sick leave of up to 33 days per year (or 182 days for those over 50 years old). Payment for sick leave is covered partly by the employer and partly by social security after the initial period.

Employees are required to notify their employer about their sickness immediately or as soon as possible, typically within the first three days of absence.

Sick leave does not require prior approval from the employer, but a medical certificate is typically required to justify the leave and qualify for sick pay.

In cases of chronic or serious health conditions, additional sick leave may be granted beyond the standard quota, subject to medical certification and specific regulations.

Sick leave does not accrue and is granted based on actual health condition as certified by a medical professional.

Sick leave does not carry over to the next year as it is based solely on the incidence of illness or injury in a given year.

Unused sick leave is not paid out upon termination as it is intended solely for health recovery during employment.

There is no end of year payout for unused sick leave.

A valid medical certificate is required to substantiate sick leave claims and to receive any applicable sick leave benefits from the employer or social security.

Parental leave can be taken for up to 32 weeks for a single birth, with extended periods for multiple births. This leave can be shared between parents.

Parents must notify their employer at least 8 weeks before the planned start date of their intention to take parental leave.

While parental leave is a statutory right, the scheduling and specific timing may require approval and coordination with the employer.

For multiple births, the quota of parental leave increases, allowing more time off proportionally to the number of children born.

Parental leave is a one-time entitlement per child and does not accrue over time.

Parental leave must be used before the child reaches the age of 6 years and cannot be carried over beyond this period.

Unused parental leave is not paid out upon termination of employment.

There is no end of year payout for unused parental leave.

Parental leave can be taken in one continuous period or in several shorter periods, offering flexibility in how parents can use this time.