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In Poland, the following must be adhered to under strict local legislation:
On a monthly basis, both Employee and Employer are required to contribute into the ZUS (Zak?ad Ubezpiecze? Spo?ecznych) – the Polish Social Security system. This includes contributions to State Pension, Disability Fund, Sickness Insurance, Health Insurance, Accident Insurance, Labour Fund and The Funds of Guaranteed Employee Benefits.
Employees in Poland are entitled to a minimum of 20 days’ holiday entitlement. Poland has an interesting spin on seniority as increased holiday entitlement is given to those based on total employment served, including current and former employers. Individuals with 10 years or more of total employment across all employers are entitled to 26 days’ entitlement.
To terminate an employee in Poland, a procedure must be followed. In some cases, the employment can be ended by mutual consent. If the employer alone wishes to terminate, a different approach will be required. In either scenario, please speak with our Employment Law Specialists to ensure any termination is handled in a compliant manner.
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