本文作者/The Authors：
帕沃 西科拉
Pawel Sikora
乔安娜 萨拉赫塔
Joanna Szlachta
本文译者/The Translator：
李萌 Li Meng
一、前言 Foreword
波兰作为“一带一路”倡议连接欧洲市场的重要节点国家，凭借其地处欧洲中心的地理优势、稳定的经济增长以及日益完善的营商环境，正成为中资企业进入欧盟的重要门户。双方在物流运输、绿色技术、高科技制造等领域的合作持续扩大。
Poland, as a key node country connecting the European market under the "Belt and Road" Initiative, is becoming an important gateway for Chinese enterprises entering the European Union, leveraging its central European location, stable economic growth, and increasingly improved business environment. Cooperation between the two sides continues to expand in areas such as logistics, green technology, and high-tech manufacturing.
波兰的劳动法典体系以《劳动法典》（Labor Code）为核心，在欧盟法律框架内形成了严格且复杂的规范体系，尤其在劳动合同类型（如固定期限与无固定期限合同的适用与限制）、员工福利保障（包括最低工资、年假、病假与育儿假等）、解雇保护程序（需符合法定理由并履行严格协商流程）以及外籍员工聘用（涉及工作许可与居留许可的申请）等方面具有刚性约束力，这些构成了中资企业在波兰运营过程中必须严格遵守的合规要求。
Poland's labor law system, centered around the Labor Code, has established a strict and complex regulatory framework within the EU legal system. It imposes rigid constraints especially in terms of types of employment contracts (e.g., applicability and restrictions of fixed-term and open-ended contracts), employee benefits (including minimum wage, annual leave, sick leave, and parental leave), dismissal protection procedures (requiring compliance with statutory reasons and strict consultation processes), and employment of foreign workers (involving work permits and residence permit applications). These constitute compliance requirements that Chinese enterprises must strictly adhere to when operating in Poland.
本报告内容由KKG法律事务所华沙办事处管理合伙人Pawel Sikora与高级律师Joanna Szlachta合作完成，系统梳理了波兰劳动法典的成文规定与仲裁实践，深入解析了用工管理中的强制性条款与常见争议焦点，旨在帮助中资企业应对跨国经营中的制度差异，建立符合波兰法律要求的雇佣管理制度，为企业在波兰及欧洲市场的稳健发展提供法律支持。
This report was collaboratively completed by Pawel Sikora, Managing Partner of the Warsaw Office of KKG Law Firm, and Joanna Szlachta, Senior Lawyer. They systematically organize the statutory provisions and arbitration practices under the Polish Labor Code, providing an in-depth analysis of mandatory clauses and common contentious issues in employment management. The report aims to assist Chinese enterprises in navigating institutional differences in cross-border operations, establishing employment management systems that comply with Polish legal requirements, and offering legal support for the stable development of businesses in the Polish and European markets.
（下文为《波兰劳动法概览》节选内容之上半部分，完整版详见《一带一路沿线国家劳动法律环境报告》之波兰篇）
(The following content is excerpted from Poland Labor Law Overview - Part A. For the full version, refer to the Poland Chapter in Invitation to Contribute to The Labor Law Environment Report of the "Belt and Road" Countries.)
二、劳动法体系 Labor Law System
波兰的劳动法是一个法律分支，涵盖以下方面的所有规定：作为雇佣关系当事人的雇员和雇主、雇主和雇员的组织、集体协议和争议，以及雇员参与和集体劳动关系中的对话。
Labor law in Poland is a branch of law encompassing all regulations concerning: the employee and the employer as parties to the employment relationship, the organisation of employers and employees, collective agreements and disputes, as well as employee participation and dialogue in collective labor relations.
波兰劳动法体系以《劳动法典》为基础，规范个人和集体雇佣关系，确保保护雇员权利并确立雇主义务，同时纳入国内立法、欧盟法律和国际协定，形成波兰就业的结构化法律框架。
The Polish labor law system is primarily based on the Labor Code, which regulates individual and collective employment relationships, ensuring the protection of employees'rights and establishing the obligations of employers. It incorporates domestic legislation, EU law, and international agreements, forming a structured legal framework for employment in Poland.
波兰劳动法典的主要来源是1974年6月26日的《劳动法典》和《劳动法典》实施法案。
The primary source of labor law in Poland is the Act of 26 June 1974 - Labor Code and the implementing acts to the Labor Code.
一些劳工关系问题由其他法案管理，例如：
Some labor relations issues are regulated by other acts such as:
2003年3月13日关于以与雇员无关的原因终止雇用关系的特殊原则的法案；
2003年7月9日关于临时雇员就业的法案；
1991年5月23日关于工会的法案；
2007年4月13日关于国家劳动监察局的法案；
2002年10月10日关于最低工资的法案。
The Act of 13 March 2003 on special principles of termination of employment relations with employees for reasons not related to employees;
The Act of 9 July 2003 on employment of temporary employees;
The Act of 23 May 1991 on trade unions;
The Act of 13 April 2007 on the National Labor Inspectorate;
The Act of 10 October 2002 on the minimum wage.
三、近年来主要制度变革 Key Changes in Recent Years
1. 为使用计算机的员工提供新设施 New facilities for employees working on computers
2023年底，一项关于配备屏幕显示器的工作场所健康和安全条例的修正案开始生效。这一变化适用于每天至少有半数工作时间在电脑和其他类型的显示器前工作的员工——无论是在办公室还是远程工作。
At the end of 2023, an amendment to the ordinance on the health and safety of workplaces equipped with screen monitors came into force. The change applies to employees working at computers and other types of monitors for at least half of their daily working hours - whether working from an office or remotely.
该条例修订案为相关岗位新增了强制性设备要求。根据新规条款，此类员工岗位必须配备至少外接显示器（或屏幕支架）、额外键盘及鼠标。此外，若员工提出工作需要，雇主还须根据其要求提供脚踏板、文件夹等办公辅助工具。
The amendments to the ordinance introduce new mandatory equipment for the positions of these employees. According to the new wording of the regulation, the position of such an employee should be equipped with at least an external monitor (or screen stand), an additional keyboard and a mouse. In addition, at the employee's request, if it is necessary for the performance of work, the employer is also obliged to provide the employee with, for example, a footrest or a document holder.
2. 举报人保护法 Law on protection of whistleblowers
2024年，波兰《举报人保护法》正式生效。该法案要求企业及公共机构必须建立专门的举报机制，落实欧盟议会和理事会2019年10月23日颁布的《关于保护举报人的指令》。
2024, the Law on the Protection of Whistleblowers came into force in Poland. The legislation obliged companies and institutions to introduce special whistleblowing procedures. This Act implements Directive of the European Parliament and of the Council (EU) of 23 October 2019 on the protection of whistleblowers.
现在允许举报人通过私营和公共实体设立的内部报告渠道举报违法行为，或者向有关国家主管部门转交信息，在某些情况下，举报人还可以公开披露违法行为的信息。
A whistleblower is now allowed to report violations of the law through internal reporting channels to be set up by private and public entities. Alternatively, he or she can pass on information to the relevant state authorities. In specific cases, the whistleblower also has the possibility to publicly disclose information about violations of the law.
通知或公开披露可能涉及腐败、洗钱和资助恐怖主义、危险产品、运输安全、环境保护、食品安全、公共卫生、消费者保护、隐私和个人数据保护、网络安全，以及国家财政、地方政府单位和欧盟的财政利益，以及宪法自由和权利。
Notifications or public disclosures may relate to, inter alia, corruption, money laundering and terrorist financing, dangerous products, transport safety, environmental protection, food safety, public health, consumer protection, protection of privacy and personal data, security of networks, as well as financial interests of the State Treasury, local government units and the EU, as well as constitutional freedoms and rights.
根据法律，受到报复的举报人可以申请补救或赔偿。
A whistleblower who experiences retaliatory actions will be able, on the basis of the law, to apply for redress or compensation.
四、雇佣条款 Terms of Employment
1. 三类雇佣合同 Three categories of employees
波兰劳动法典承认三种主要的雇佣合同：
Polish labor law recognizes three main types of employment contracts:
试用期合同（试用期）；
固定期劳动合同（固定期限）；
无固定期劳动合同（长期雇佣）。
Probationary period contracts (trial period);
Definite period contracts (fixed-term);
Indefinite period contracts (permanent employment).
试用期合同可优先于其他劳动合同签订。通常情况下，此类合同仅能签订一次，其主要目的是核查员工的资质及岗位适应能力。一般而言，试用期最长不超过三个月。
A probationary contract may precede the conclusion of other employment contracts. As a rule, it may be concluded only once. Its purpose is to check the employee's qualifications and ability to perform a specific job. Generally, it may not exceed three months.
固定期限劳动合同是约定劳动关系终止日期的劳动合同。此类合同在约定的期限届满时终止。如果固定期限劳动合同的期限超过33个月，或者连续签订的固定期限劳动合同超过3次，则视为劳动者自33个月后或第四次签订固定期限劳动合同之日起，即被视作享有无固定期限劳动关系。
A fixed-term contract is a contract containing an end date for the employment relationship. Such a contract terminates at the end of the period for which it was concluded. If the period of employment under a fixed-term contract is longer than 33 months or the number of contracts exceeds 3, the employee shall be deemed to have been employed for an indefinite period from the day after 33 months or from the date of the fourth fixed-term contract.
无固定期限的合同是永久性合同，因为它不包含雇佣关系的终止日期，它持续到一方终止雇佣关系或法律规定的到期为止。
A contract of indefinite duration is a permanent contract because it does not contain an end date for the employment relationship. It lasts until there is a termination of the employment relationship by one of the parties or until it expires by operation of law.
2. 工作时间 Working hours
《波兰劳动法典》规定了雇主可以采用哪些工作时间制度，其中包括：
The Polish Labor Code specifies which working time systems can be used by employers. These include:
标准工时制，每日工作时间8小时；
同等工作时间制度，其每日工作时间通常可延长至12小时，某些类型的工作甚至可延长至16或24小时；
连续工作时间制度，根据该制度，平均每周工作时间可延长至43小时，某些一周中的某一天，每日工作时间可延长至12小时；
间断工作时间制度，其中工作时间表可以规定每天一次休息，每次不超过5小时；
任务型工作时间制度，主要由员工决定自己的工作时间安排；
缩短的工作周制度，即每周工作少于5天；
所谓的周末工作时间制度，即只在周五、周六、周日和公共假日工作。
The standard working time system, in which the daily working time is 8 hours;
The equivalent working time system, in which the daily working time may be extended, as a rule, to 12 hours, and in the case of certain types of work, even to 16 or 24 hours;
The continuous working-time system, under which working time may be extended to 43 hours on average per week and, on one day in certain weeks, daily working time may be extended to 12 hours;
The intermittent working time system, in which the working time schedule may provide for one break per day lasting no longer than 5 hours;
The task-based working time system, in which it is primarily the employee who decides his or her working time schedule;
The shortened working week system, in which work is performed less than 5 days a week;
The so-called weekend working time system, in which work is performed only on Fridays, Saturdays, Sundays and public holidays.
工作时间制度应载于该雇主当时有效的内部规章中，即集体协议、工作条例或通知，例外情况是缩短工作周制度和所谓的周末工作时间制度，这些只能适用于根据雇佣合同雇用的员工。
Working time systems should be specified in the internal regulations in force at that employer, i.e. a collective agreement, work regulations or a notice. The exceptions are the shortened working week system and the so-called weekend working time system - these can only be applied to an employee under an employment contract.
3. 最低工资 Minimum wage
波兰全国统一最低工资标准，不分地区、行业、经济部门、职业类别或学历等级，采用统一的月工资标准（可换算为小时工资），并每年调整。
The minimum remuneration for work in Poland is a nationwide category. It is not differentiated by region, industry, economic sector, occupational group or qualifications held. The set amount of the minimum remuneration for employees has the form of a monthly rate (it may be converted into an hourly rate). The minimum wage is valorised annually.
波兰自2025年1月1日起，最低工资标准为每月税后4,666兹罗提（约合1,085.57美元）。2025年最低时薪为30.50兹罗提。对于兼职员工，最低工资将按比例计算。
The minimum wage in Poland as of January 1, 2025, is PLN 4,666 gross per month (approximately USD 1,085.57). The minimum hourly rate is PLN 30.50 gross in 2025. For part-time employees, the minimum wage is calculated proportionally.
五、竞业限制 Non-Competition Clauses
在波兰，竞业禁止协议可在雇佣期间或雇佣解除后订立，且必须以书面形式订立方为有效，与雇佣期间的竞业禁止有关的问题由《劳动法典》管辖。
Non-competition agreements in Poland can be concluded for the duration of employment or after its dissolution and must be in writing to be valid. Issues relating to non-competition during the course of employment are governed by the Labor Code.
当员工接触过可能损害雇主利益的敏感信息时，可签订离职后竞业禁止协议。根据该协议，员工在离职后不得从事任何与原雇主竞争的商业活动，也不得加入从事此类业务的实体机构。协议需明确竞业禁止期限及雇主应支付的补偿金额。补偿金额不得低于员工离职前薪酬的25%，且需按竞业禁止期限分期支付。
Where an employee has had access to particularly important information, the disclosure of which could expose the employer to harm, a post-employment non-competition agreement may be entered into. Pursuant to it, the employee may not, after termination of employment, engage in any business activity that competes with the former employer, and may not engage in any form of employment with an entity engaged in such activity. The agreement shall specify the duration of the non-compete and the amount of compensation payable by the employer to the employee. The compensation may not be less than 25% of the remuneration received by the employee prior to the termination of the employment relationship for the period corresponding to the duration of the non-compete. The compensation may be paid in monthly instalments.
在雇佣关系期间违反竞业禁止的主要制裁是由于雇员的过错而终止雇佣合同。然而，后果可能因损害是故意还是过失造成的而有所不同。
The primary sanction for breaking a non-compete during the course of the employment relationship is termination of the employment contract due to the employee's fault. However, the consequences can vary depending on whether the damage was done intentionally or unintentionally.
如果雇员造成过失的损害，经济处罚不得超过其三个月工资的总额。在雇员的行为是故意的情况下，雇主有权要求对所遭受的损害给予全额赔偿。其他后果还包括停止支付遵守竞业禁止协议的补偿金，以及退还已支付的补偿款项。
If the employee has caused unintentional damage, the financial penalty may not exceed the sum of his or her three-month salary. In cases where the employee's action was intentional, the employer is entitled to claim full compensation for the damage suffered. Other consequences include the cessation of compensation for compliance with the non-compete, as well as the reimbursement of compensation already paid.
作者简介/About the Authors
帕沃 西科拉 Pawel Sikora
华沙办事处管理合伙人，执业律师。劳动法典与人力资源部负责人。精通劳动法典、交易流程及新技术监管。为董事会、投资者及决策层提供战略法律项目咨询，通过优化业务流程和管理法律风险提供全方位支持。
西科拉律师专精于为雇主构建雇佣关系，制定符合现行法规的解决方案，并处理复杂的劳动争议案件。其专业领域涵盖管理合同设计、薪酬策略制定、劳资谈判技巧以及公司章程与内部政策规划，始终注重风险管控。在并购业务中，他提供人力资源重组方案、裁员流程指导及员工入职支持等专业建议，确保企业人力资源管理体系协调统一，运营稳定高效。本所持续为中资客户提供专业法律服务。
西科拉先生还参与国际组织的工作。他是KKG法律事务所代表BRILSA（“一带一路”国际法律服务协会），担任iBNex——国际律师网络的区域荣誉顾问，并且是卡利什地区商会仲裁法院仲裁委员会主席。他被列为广州仲裁委员会（GZAC）和海南国际仲裁法院（HIAC）的仲裁员。此外，他还作为安妮娅·布恰茨女士基金会——儿童癌症心理治疗康复委员会理事会成员，积极参与社会活动。
Warsaw office managing partner, attorney-at-law. Head of the Labor Law | HR Department. Expert in labor law, transactional processes and regulation of new technologies. He advises boards, investors and key decision-makers on strategic legal projects, providing comprehensive support in optimizing business processes and managing legal risks.
Mr. Sikora assists employers in shaping employment relationships, implementing solutions that comply with current regulations and conducting complex employment-related litigation. Specializes in structuring managerial contracts, compensation strategies, negotiating with trade unions as well as designing bylaws and internal policies, taking care to minimize legal risks. He also advises on workforce restructuring, redundancy processes and employee integration in mergers and acquisitions, ensuring consistency in HR processes and operational stability. Focused on providing legal services to Chinese Clients.
Mr. Sikora is also involved in international organizations. He is KKG Legal's representative for BRILSA (Belt and Road International Legal Services Association), he serves as Regional Honorary Advisor to iBNex - International Lawyers Network, and also chairs the Arbitration Council of the Arbitration Court at the Regional Chamber of Commerce in Kalisz. Listed arbitrator at GZAC (Guangzhou Arbitration Commission) and HIAC (Hainan International Arbitration Court). He also is actively involved in social activities as a member of the Council of the Foundation of Ms. Ania Buchacz - Psychotherapeutic Rehabilitation of Children with Cancer.
乔安娜 萨拉赫塔 Joanna Szlachta
高级律师，法学专家。萨拉赫塔女士主要专长领域包括劳动法典、民事实体法与程序法以及公司法。作为团队中备受重视的专家，她为雇主提供全面法律服务，包括遵守劳动法典、解决争议以及优化雇佣相关流程。
参与代理客户处理劳动法典案件和工作事故刑事诉讼。她支持企业在个别劳动法典争议中，特别强调在谈判和诉讼阶段与解雇、薪酬、竞业和违反商业秘密有关的事项。
萨拉赫塔女士为波兰及跨国企业提供法律服务，涵盖劳动法典文件起草、雇佣合同与民事协议制定、内部规章制度设计等领域。她拥有丰富的跨国企业合规经验，擅长协助外国企业将全球通用的用工政策与波兰法律原则相融合。在劳动法典实务方面，她提供全方位法律咨询，尤其擅长处理外籍员工雇佣、组织架构调整及劳动合同终止（包括高管解聘）等复杂案例。其专业领域聚焦内部管理制度、灵活用工模式以及反歧视法律适用，为客户提供精准的法律解决方案。
Senior associate, attorney-at-law. Ms. Szlachta specializes mainly in labor law, civil substantive and procedural law as well as in company law. She is a valued expert working with the team providing comprehensive legal services to employers, including compliance with employment law, disputes resolution and optimization of employment-related processes.
Involved in representing clients before the courts in employment law cases and in criminal proceedings regarding accidents at work. She supports businesses in individual labor law disputes, with particular emphasis on matters related to termination of employment, remuneration, non-competition and breach of business secret at the stage of negotiations and litigation.
Ms. Szlachta provides legal services to companies, both Polish and foreign, with regard to the preparation of labor law documents, employment and civil law contracts or in-house regulations. She has an extensive experience in assisting foreign entities in adapting global employment policies to the principles of Polish law. Advises on a wide range of labor law issues, in particular in cases associated with employment of foreign nationals, workforce restructuring and termination of employment, including executive staff. Her areas of expertise concern internal procedures and policies, flexible forms of employment and discrimination.
李萌 Li Meng
李萌实习律师，主要执业领域为劳动法典、社会保障法。协助合伙人处理过诸多劳动争议与法律咨询。
李萌律师具有社会法学科背景，本科毕业于华东政法大学，取得学士学位。硕士就读于中国人民大学社会法专业。擅长企业制度设计与审查、跨境与区域协调、争议解决、商业秘密保护。为多家大型企业提供人力资源管理和法律咨询服务。
工作语言为中文和英文。
Ms. Li Meng is a trainee lawyer whose main practice areas are labor law and social security law. She has assisted partners in handling many labor disputes and legal consultations.
Ms. Li Meng has a background in social law and received her bachelor's degree from East China University of Political Science and Law. She received her master's degree from Renmin University of China, majoring in social law. She specializes in corporate system design and review, cross-border and regional coordination, dispute resolution, and trade secret protection. She has provided human resources management and legal counseling services to many large enterprises.
Her working languages are Chinese and English.
