1. When is remuneration payable for periods of inactivity in Poland?
In Poland, remuneration may be payable even when work is not performed if a legal provision allows it. This includes cases such as sick pay, employer-caused downtime, or specific statutory exemptions from work.
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2. Is an employee entitled to pay if they were ready to work but could not work in Poland?
Yes. In Poland, if an employee was ready to perform work but could not due to obstacles attributable to the employer, such as machine failure or power outage, they retain the right to remuneration.
3. Does an employee retain remuneration during certain absences in Poland?
Yes. In Poland, employees retain remuneration during specific statutory exemptions from work, including absences for personal and family reasons such as marriage, childbirth, or death of close family members.
4. What sick pay entitlements apply to employees in Poland?
In Poland, employees are entitled to sick pay during incapacity for work due to illness or infectious isolation, for up to 33 days per year, or 14 days if the employee is aged 50 or above.
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5. What is the amount of sick pay in Poland?
In Poland, sick pay generally amounts to 80% of remuneration. It increases to 100% in cases such as pregnancy-related illness, accidents on the way to or from work, or medical procedures for donors.
6. What happens after the sick pay period ends in Poland?
In Poland, periods of incapacity exceeding 33 or 14 days are covered by a sickness benefit paid under separate social insurance regulations, instead of employer-paid sick remuneration.
7. What is basic remuneration under Polish labour law?
In Poland, basic remuneration is a fixed, recurring payment paid at least monthly. It is determined by the employee’s personal pay grade and may be structured as time-based pay, piecework, or commission.
8. Can an employee waive their remuneration in Poland?
No. In Poland, an employee cannot renounce their right to remuneration or transfer it to another person. An exception allows payment to a cohabiting spouse, voluntarily or under a court ruling.
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9. What deductions are permitted from remuneration in Poland?
In Poland, permitted deductions include child maintenance or alimony, other enforcement claims, employee advances, and pecuniary penalties. Deductions apply only to net remuneration and follow a statutory priority order.
10. Which deductions take priority from remuneration in Poland?
In Poland, child maintenance and alimony deductions take priority over all other claims. Up to 60% of remuneration may be deducted for such obligations, while other deductions are limited to 50%.
11. Is there an amount protected from deductions in Poland?
Yes. In Poland, the amount free from deductions equals the minimum wage. This protection does not apply to child maintenance or alimony claims, but applies partially to advances and pecuniary penalties.
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12. Can deductions be made with employee consent in Poland?
Yes. In Poland, deductions beyond statutory categories require the employee’s written consent and must relate to a specific claim. The employee may withdraw consent at any time.
13. How often must remuneration be paid in Poland?
In Poland, remuneration must be paid at least once a month on a fixed date. Payment is made in arrears but no later than the first 10 days of the following calendar month.
14. What happens if the payday falls on a holiday in Poland?
In Poland, if the scheduled payment date falls on a public holiday, remuneration must be paid on the preceding working day.
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15. What form of payment applies to remuneration in Poland?
In Poland, remuneration is paid in monetary form, usually by bank transfer to the employee’s account. Cash payment is allowed only if the employee submits a written or electronic request.
16. Are employers liable for late payment of remuneration in Poland?
Yes. In Poland, failure to pay remuneration or employment-related benefits on time requires the employer to pay statutory interest.
17. What other work-related benefits exist under Polish labour law?
In Poland, other benefits include severance pay, retirement benefits, survivor’s allowances, redundancy payments, and benefits arising from collective agreements or sector-specific regulations.
18. When is a retirement or disability pension benefit payable in Poland?
In Poland, an employee is entitled to a one-month retirement or disability pension benefit if employment ends due to retirement or disability pension eligibility. The benefit can only be received once.
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19. What is a survivor’s allowance in Poland?
In Poland, a survivor’s allowance is paid to the employee’s family if the employee dies during employment or while receiving sickness benefits after termination.
20. How is the survivor’s allowance calculated in Poland?
In Poland, the survivor’s allowance equals one, three, or six months’ remuneration, depending on whether the employee’s service with the employer was under 10 years, at least 10 years, or at least 15 years.
21. Who is entitled to a survivor’s allowance in Poland?
In Poland, the survivor’s allowance is payable to the spouse and other family members eligible for a survivor’s pension under social insurance rules. The amount is shared equally among eligible beneficiaries.
22. When is the survivor’s allowance not payable in Poland?
In Poland, the survivor’s allowance is not payable if the employer’s life insurance payout equals or exceeds the allowance. If the payout is lower, the employer must pay the difference.
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