An employment contract is one of the basic forms of employment in Poland. What distinguishes it from other “employment contracts” (e.g., commission contracts or B2B contracts) is that it is subject to the regulations contained in the Labor Code regarding the rights and obligations of the employee and the employer. So what are the characteristics of a contractual employment relationship?
read moreWhat is “workation”? Is “workation” regulated in Polish law? How can the principles of “workation” be established in an employment contract?
read moreIn addition to the classic employment contract, Poland has civil law contracts under which it is also possible to provide services (labor). Thus, the basis for employment in Poland may be an employment contract, a contract of mandate (contract for the provision of services), a contract for specific work and a B2B contract.
read moreThe defining feature of a fixed-term employment contract is its term nature. Thus, already in the contract the parties specify the date of both the beginning and end of the employment relationship. After a certain period of time, the contract is self-terminating, without the need for either party to terminate it. As a rule, therefore, the intention of the parties should be to engage the employee for a strictly defined period of time, without the possibility of early termination.
read moreIn the vast majority of cases, the reason for the decision to terminate the employment relationship will not be relevant to the conclusion of the employee-employer agreement.
read moreMost employees of pre-retirement age are aware of the protection afforded them by the Labor Code on this account. However, is the same protection afforded to a worker of pre-retirement age who is also drawing a special pension?
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