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.