What are the legal rights of temporary workers in Poland?
Temporary work plays a vital role in the Polish job market, especially for seasonal jobs, blue-collar work, and employment for foreign nationals. Many employers rely on temporary employment agencies (agencja pracy tymczasowej) to meet short-term staffing needs. However, both Polish citizens and foreign workers doing temporary jobs are protected under Polish labor laws.
In this post, we’ll explore the legal rights of temporary workers in Poland, including contracts, wages, working conditions, and access to social protections.
1. Who Is Considered a Temporary Worker in Poland?
A temporary worker (pracownik tymczasowy) in Poland is someone employed by a temporary employment agency but assigned to work for a third-party company (the user employer or pracodawca-użytkownik). This arrangement is regulated under the Act on the Employment of Temporary Workers (2003).
This type of employment is common in:
- Warehousing and logistics
- Agriculture
- Manufacturing
- Construction
- Hospitality
2. Employment Contract Requirements
Temporary workers must receive a written employment contract or civil law agreement. This can be:
- Umowa o pracę tymczasową (temporary employment contract)
- Umowa zlecenie (contract of mandate – civil contract, less protection)
Key contract elements must include:
- Duration of the assignment
- Type of work to be performed
- Working hours
- Pay rate
- User employer’s details
The contract must be signed before the worker starts their assignment.
3. Equal Treatment Principle
According to Polish law, temporary workers have the right to equal treatment compared to permanent employees doing the same or similar job at the user employer’s company. This includes:
- Equal pay for equal work
- Access to workplace facilities (canteens, transport, etc.)
- Health and safety protections
- Working time limits and rest periods
Discrimination based on nationality, gender, or employment status is strictly prohibited.
4. Working Time and Overtime
Temporary workers are protected by Polish labor code provisions on:
- Working time: Usually 8 hours per day and 40 hours per week
- Overtime: Must be paid or compensated with time off
- Rest time: At least 11 hours of uninterrupted rest per day and 35 hours per week
- Breaks: Workers are entitled to breaks depending on hours worked
5. Wages and Minimum Pay
All temporary workers are entitled to at least the Polish minimum wage, which is updated annually. As of 2025, the gross minimum monthly wage is PLN 4,300 (subject to change). Civil law contracts (umowa zlecenie) are also subject to a minimum hourly wage, which must be respected.
Wages must be paid on time, usually once a month.
6. Duration of Temporary Employment
Temporary assignments are limited by law:
- 18 months maximum at the same user employer within a 36-month period.
- Agencies may employ a worker for longer, but not assign them to the same client beyond the limit.
After this time, the user employer should consider offering a direct employment contract if ongoing work is needed.
7. Social Security and Health Insurance
Temporary workers employed under an employment contract are entitled to:
- Social insurance (ZUS): Covers pension, disability, and accident insurance
- Health insurance (NFZ): Grants access to public healthcare
- Sick leave and maternity benefits, if contributions are paid
Workers on umowa zlecenie may have limited rights unless they opt into full insurance coverage. It is important to check whether contributions are being made.
8. Right to Paid Leave
Under an employment contract, temporary workers are entitled to paid leave (annual leave), calculated in proportion to the time worked. For example:
- 2 days of leave per month worked
- Sick leave is also available with a medical certificate (L4), paid partially by ZUS
Note: Workers under civil contracts do not automatically get paid leave unless specified in the agreement.
9. Termination Rights
Contracts for temporary work can be terminated:
- At the end of the agreed assignment
- By mutual agreement
- With notice (length depends on the type of contract and duration of employment)
Workers should receive all due payments and a work certificate (świadectwo pracy) after the contract ends.
10. Where to Seek Help or Report Violations
If a temporary worker feels their rights are being violated, they can contact:
- State Labour Inspectorate (Państwowa Inspekcja Pracy – PIP)
Website: www.pip.gov.pl - Trade unions or NGOs supporting migrant workers
- Legal aid centers (many offer support in English, Ukrainian, and other languages)
Complaints can be filed confidentially and inspections may be conducted without revealing the complainant’s identity.
Final Thoughts
Temporary workers in Poland are protected by law, but enforcement can vary depending on the employer and the type of contract. It’s essential to read contracts carefully, ensure that contributions are being paid, and know your rights when accepting a temporary job.
Whether you’re a local or a foreign worker, knowing your legal entitlements helps you avoid exploitation and ensures a fair working environment.
