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Paweł 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 Paweł 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》节选内容下半部分，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 B. 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、个人信息保护 Data Privacy Law
根据《波兰劳动法典》第221条规定，雇主可向求职者索取以下个人信息：全名、出生日期、联系方式、学历、专业资质及工作经历。对于在职员工，雇主还可要求提供居住地址、个人身份证号（PESEL），若无法提供则需说明身份证类型及号码，同时需提供员工本人及其子女、直系亲属的其他个人信息。若需行使劳动法规定的特殊权利，可要求提供教育背景及工作经历（若无正当理由不得向求职者索要）；对于未要求以现金形式发放薪酬的员工，还需提供工资账户号码。
Pursuant to Article 221 of the Polish Labor Code, an employer may request the following personal data from job candidates: full name, date of birth, contact details, education, professional qualifications and employment history. An employer may also request from an employee: residential address, personal identification number (PESEL) or, in its absence, type and number of identity document, other personal data of an employee, as well as personal data of an employee's children and other members of his/her immediate family, if the provision of such data is necessary in order for the employee to exercise special rights provided for by labor law, education and employment history if there was no basis for requesting them from a job candidate, the number of the payment account if the employee has not requested that the remuneration be paid in his or her own hand.
雇主只有在具备合法依据的情况下，方可处理员工的个人数据。根据《通用数据保护条例》第6条第1款规定，这些依据包括：(a)数据主体已提供有效且知情的同意；(b)处理数据是履行合同义务或签订合同前采取必要措施所必需；(c)处理数据是遵守控制者法律义务所必需；(d)处理数据是保护个人重大利益所必需；(e)处理数据是为了公共利益或官方授权而进行；(f)处理数据是控制者（或第三方）的合法利益所必需，除非被数据主体的权利所取代。最常见的员工个人数据处理依据包含在a、b、c项中。
An employer may process personal data of employees only if there is a valid legal basis for doing so. These basis are set out in Article 6(1) of the GDPR: (a) the data subject has given valid and informed consent; (b) processing is necessary for the performance of a contract or to take steps prior to entering into contract; (c) processing is required to comply with a legal obligation of the controller; (d) processing is necessary to protect someone's vital interests; (e) processing is carried out in the public interest or under official authority; (f) processing is necessary for the controller's (or third party's) legitimate interest, unless overridden by the data subject'rights. The most common basis for requesting an employee's personal data are contained in letters a, b and c.
三、外国公司雇佣规则 Employment Rules for Foreign Companies
外国人在波兰共和国境内开展经济活动，应遵守《外国企业家和其他外国人参与波兰共和国境内经济活动原则法》所载的原则。
Foreign persons may undertake and carry out economic activities in the territory of the Republic of Poland in accordance with the principles set out in the Act on the principles of participation of foreign entrepreneurs and other foreign persons in economic turnover in the territory of the Republic of Poland.
外国雇主若违反劳动法、税法或社会保障法规雇佣员工，可能面临严重法律后果。不当用工行为将招致多重处罚：包括行政处分（如补缴欠款、缴纳罚款）、民事责任（涉及未支付工资、福利或非法解雇的赔偿要求）以及刑事责任（因剥削员工，或指派无合法居留证件的外籍人员工作），可能面临罚款、限制自由甚至监禁。
Foreign employers may face serious legal consequences if they hire employees in breach of applicable labor, tax or social security laws. Penalties for wrongful employment practices include severe administrative sanctions (including payment of arrears, financial penalties), civil liability (liability for unpaid wages, benefits or unlawful dismissal, potential claims for damages) and criminal liability (for exploitation of employees, delegating work to a foreigner residing without a valid document authorising his/her stay in the territory of the Republic of Poland) resulting in a fine, restriction of liberty or imprisonment.
不当雇佣是指外国雇主违反国家或国际劳动及社会保障法律，以非法或不规范方式实施雇佣的行为。可能涉及的情形包括：缺乏合法雇佣关系（即外国企业未签订正式劳动合同或合同条款不符合劳动法规定）、未向社保或税务机关登记（如员工未参加社会保险、未缴纳养老金或采用“地下工资”形式）、错误分类（当企业将员工归类为独立承包商，或在工作性质明显属于雇佣关系时仍使用民事合同）、歧视或劳动剥削等行为。
Wrongful employment refers to the unlawful or irregular employment by a foreign employer in breach of national or international labor and social security laws. Possible scenarios of wrongful employment are lack of a lawful employment relationship (when a foreign company hires employees without a formal employment contract or under terms that do not comply with the applicable labor laws), lack of registration with social security or tax authorities (when employees are not registered for social insurance, pension contributions or are paid "under the table"), misclassification of employees (when a foreign company classifies employees as independent contractors or uses civil law contracts when the nature of work clearly indicates an employment relationship), discrimination or labor exploitation.
四、集体关系 Collective Relations
波兰工会代表和保护雇员的权利和利益，参与集体谈判，监督劳动法的遵守情况，并为成员提供法律援助。
Trade unions in Poland represent and protect the rights and interests of employees, participate in collective bargaining, monitor compliance with labor laws, and provide legal assistance to members.
员工既可自主维护在公司中的权益，也可通过特定机构代表自身利益——员工委员会便是其中一种形式，职工委员会的核心职能在于代表员工利益，并与管理层保持广泛沟通。
Employees can look after their interests in the company themselves, but they can also be represented by specific bodies - employee councils being one of them.The primary purpose of any works council is to represent the employees and to consult widely with the supervisor.
雇主与职工委员会进行协商的议题应包括：就业状况、结构和预期的变化以及维持就业水平的措施；可能导致工作安排发生重大变化的措施。
The subject of the consultations carried out by the employer with the employee council shall be matters concerning: the state, structure and anticipated changes in employment and measures to maintain employment levels; measures that may result in significant changes to the organisation of work.
五、劳动关系终止/解除 Termination of Employment
鉴于波兰劳动法总体理念倾向于保护雇员权益，法律对劳动合同的终止作出了严格规制。劳动合同可通过以下方式终止/解除：双方协议终止/解除；一方提出通知期解约声明（通知解雇）；一方立即终止合同（无通知解雇）；合同约定期限届满。
As the general philosophy of Poland's employment laws is quite pro-employee, employment termination is highly regulated. An employment contract is terminated by: agreement of the parties; a statement of one of the parties with a notice period (termination with notice); a statement of one of the parties without a notice period (termination without notice); at the end of the time for which it was concluded.
在下列情况下，如果属于雇员过错雇主可无须通知而解除雇用合同：员工严重违反其基本职责；雇员在雇佣合同有效期内犯下刑事罪责，因而无法继续从事当前职位工作，且该罪行明显或经法院作出终审且不可上诉的判决宣告；由于雇员的过错而丧失在当前职位上执行工作的必要许可证。
An employer may terminate a contract of employment without notice through the fault of the employee in the following cases: serious breach of the employee's basic duties by the employee; a criminal offence committed by the employee during the term of his/her contract of employment that prevents his/her further employment in the current position, if the offence is obvious or declared by court in a final and non-appealable judgement; loss of a license necessary to perform work in the current position through the fault of the employee.
如果雇员长期缺勤，严重影响公司工作流程，雇主也可以立即解雇该雇员。雇主也可以在不发出通知的情况下终止雇佣合同，如超过一定期限以上的病假员工或员工因上述原因以外的正当理由缺勤超过一个月。
Dismissal of an employee with immediate effect by an employer is also possible when an employee is absent for a long period of time, which significantly disrupts the company's workflow. An employer may also terminate a contract of employment without notice，if the employee's incapacity for work due to an illness lasts more than specific periods, in the event of the employee's justified absence from work for reasons other than those referred to above, lasting longer than 1 month.
雇主可以通知员工终止雇佣关系，原因包括组织变革、经济原因或员工表现不佳。用人单位在作出终止固定期限劳动合同或无固定期限劳动合同的意向声明前，应当以书面形式通知代表员工的公司工会组织其拟与员工解除劳动关系。用人单位需同时说明终止劳动关系的具体原因。在此情况下，工会可在收到该通知后5日内以书面形式提出有理有据的异议。此类异议对用人单位不具约束力。
Employers can terminate employment with notice for reasons such as organizational changes, economic reasons, or employee's unsatisfactory performance.The employer, even before making a declaration of intent to terminate a fixed-term employment contract or an indefinite-term employment contract, should notify in writing the company trade union organisation representing the employee that it intends to terminate the contract with the employee. The employer is to state at the same time the reason for the termination of the employment relationship. The trade union may in such a situation raise reasoned objections in writing within 5 days of receiving such notice. Such objections shall not be binding on the employer.
因非员工原因终止劳动合同的适用法律依据是2003年3月13日颁布的《关于非员工原因终止劳动关系特殊规则法》。该法案适用于与员工无关的解雇情形，包括雇主独立作出的解雇决定。具体情形涵盖企业破产清算、经济或组织结构调整、裁员等情形。本法适用于拥有20名及以上员工的用人单位，若员工人数不足20人，则可依据一般解雇规则进行处理。
Termination of an employment contract for reasons not related to the employee is governed by the Act of 13 March 2003 on special rules for termination of employment relations with employees for reasons not related to the employee. It applies to cases where the reasons for termination do not concern the employee, including when they are independent of the employer. These can be bankruptcy or liquidation of the employer, economic or organisational reasons, reduction of employment. The law applies to employers with at least 20 employees. If they employ fewer than 20 employees, the employer may dismiss employees under the general rules.
集体裁员往往需要履行特殊手续，如工会协商、明确集体裁员规则等。
Collective redundancies often require the fulfillment of special procedures, such as consultations with trade unions and clarification of collective redundancy rules.
受集体和个别解雇的雇员有权获得离职补偿金。离职补偿金的数额取决于在雇主处服务的时间长短，具体数额如下：如果员工在该雇主处工作不到两年，则支付一个月的工资；如果员工为雇主工作了2至8年，可获得两个月的报酬；三个月的报酬，如果雇员为雇主工作超过八年。离职补偿金的数额不得超过解雇当日适用最低工资的15倍。
An employee subject to collective and individual dismissal is entitled to a severance payment. The amount of this severance payment depends on the length of service with the employer and amounts to: one month's salary if the employee has been employed with the employer for less than 2 years; two months' remuneration, if the employee has worked for the employer for 2 to 8 years; three months' remuneration, if the employee has worked for the employer for more than 8 years. The amount of severance pay may not exceed the amount of 15 times the minimum wage applicable on the date of termination of employment.
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。Szlachta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。
斯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.
