Notice Period Calculator — Polish Employment Contract

For permanent and fixed-term contracts it depends on tenure with the employer: less than 6 months — 2 weeks, 6 months to under 3 years — 1 month, and from 3 years — 3 months. The basis is Art. 36 of the Labor Code.

Yes. Since 22 February 2016 the notice periods for both contract types are identical and depend solely on tenure with the employer. Previously, fixed-term contracts had separate rules.

It is 3 working days for probation up to 2 weeks, 1 week for probation over 2 weeks but shorter than 3 months, and 2 weeks for a 3-month probation period (Art. 34 of the Labor Code).

Total tenure with the employer counts, including previous uninterrupted contracts and the period after a transfer of the workplace. Full years and months count. Tenure with other employers is not included.

By mutual agreement the parties can set an earlier termination date. The employer may also shorten the 3-month period to 1 month in dismissals for reasons not attributable to the employee, with compensation for the remaining part.

It is a separate way to end the contract in which both parties jointly set any termination date, including immediate. Statutory notice periods do not apply, but the consent of both parties is required.

A notice period counted in months runs from the first day of the month after the month of giving notice and ends on the last day of the month. A notice period counted in weeks ends on Saturday.

The employer may grant annual leave during the notice period (Art. 167[1] of the Labor Code) or release the employee from the duty to work while keeping their pay (garden leave) — the employee does not work but still receives the salary.

Yes, if the employer gave notice and the period is at least 2 weeks: 2 days for notice up to 1 month and 3 days for a 3-month notice (Art. 37 of the Labor Code).

No. It gives an indicative period based on general Labor Code provisions for 2026 and does not account for contract wording or collective agreements. Check your contract and consult PIP or a lawyer.