From May 1: Bigger Leave, Pay and Severance

12 March 2026 Poland Radar 0 Comments

From May 1, new rules give many workers higher severance pay, longer leave, and better notice terms.

From May 1, Poland changes how employers calculate work seniority, and this move will bring higher severance pay and longer statutory leave for many employees. Consequently, thousands who returned to an employment contract will see past contract work recognized.

Table of Contents

What changes mean for higher severance pay

The government updated the Labour Code to count previous mandate contracts and self-employment toward employment seniority. Therefore, your length of service on a current employment contract can now include years you spent as a contractor. Moreover, that seniority directly affects severance sums, statutory notice periods, and paid annual leave. In addition, employers must review personnel files and recalculate benefits where applicable.

Who benefits and why it matters

Employees who worked on civil-law contracts or ran a sole proprietorship often lost continuity. However, the law now reduces that gap. Consequently, workers who return to an employer after contracting may qualify for longer notice and larger redundancy payments. Employers will likely face higher payroll costs in some cases. Moreover, unions and worker advocates welcomed the change as a step toward fairer treatment.

Practical effects on salary, leave and notices

The revised seniority rules may raise pay for some staff. Therefore, employers must recalculate pay scales linked to tenure. In addition, annual leave entitlements can increase with recognized previous service. However, businesses can plan and budget for these costs during payroll cycles. Consequently, HR departments should audit records and seek legal advice if they need clarity.

💡 GOOD TO KNOW: If you are an expat, you must keep proof of earlier work contracts and invoices. ZUS (Social Insurance Institution) and NFZ (National Health Fund) records help prove past contributions. Moreover, your PESEL (national ID number) often ties those histories together, so register correctly. In addition, check whether your previous freelance work counted to pension or social contributions. Therefore, present all documents to HR and ask for a written recalculation. Finally, consult a Polish labour lawyer or a union rep if your employer disputes the records.

Most changes affect national employment law, so they apply across Poland. Consequently, both Warsaw offices and regional employers must follow the new calculation rules. Moreover, employers should update contracts and internal rules to avoid disputes. However, individual situations vary, so employees should request written confirmation of any recalculations.

The transition will take work. Therefore, expect HR teams to contact affected staff. In addition, some payroll adjustments may appear only after formal audits. However, the overall effect will strengthen employee rights compared to prior practice. Consequently, many long-time contractors who became employees will gain clearer protection and benefits.

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