Fixed-term employment contract (umowa o pracę na czas określony)

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A Polish employment contract with an end date, carrying the elements art. 29 § 1 of the Labour Code requires and the limit in art. 25¹: no more than 33 months and three such contracts in total between the same parties — beyond that the contract becomes a permanent one. Since 2023 the employer's notice must state its reason, and the notice periods are the same as for a permanent contract.

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Common questions

How many fixed-term contracts can be made with the same employee in Poland?

At most three, and for no more than 33 months in total (art. 25¹ of the Labour Code). A fourth contract, or employment beyond 33 months, is by law employment for an indefinite period. The limits do not apply, among others, to a contract covering someone's absence, to casual or seasonal work, to work for a term of office, or where the employer gives objective reasons on its side.

Must the employer give a reason for ending a fixed-term contract?

Yes, since 26 April 2023. The employer's notice ending a fixed-term contract, like a permanent one, should state the reason justifying it (art. 30 § 4 of the Labour Code), and the employer consults the workplace trade union if it represents the employee. The employee does not have to give a reason.

Can a probation contract come before a fixed-term contract?

Yes. A probation contract lasts at most 1 month if a fixed-term contract of under 6 months is to follow, 2 months before one of 6 to 12 months, and 3 months otherwise (art. 25 § 2 of the Labour Code). Probation does not count towards the limit of three fixed-term contracts.