Employee benefits & policies in Poland

With so many employee benefits options in Poland, how do you choose the right benefits for your team?

Ben character at his computer

Employee benefits & policies in Poland

We’ve done the heavy lifting for you and created a handy guide to employee benefits in the Poland.

To help you choose the perfect package for your team, we’ve outlined what counts as a:

  • statutory requirement
  • standard benefit
  • great benefit
Question mark
Benefits policies - company policies that involve employee benefits e.g., holidays, flexible working, maternity/paternity, etc.
πŸ“
Statutory
β˜‘οΈ
Market Standard
🌟
Great

Holiday

πŸ“
Statutory

Not applicable

20 days if employee has less than 10 years work experience / 26 days if employee has more than 10 years work experience / 13 paid bank holidays

πŸ‘
Competitive

27 to 30 days

πŸ‘
Above & Beyond

27 to 30 days plus birthday off

Flexible working

πŸ“
Statutory

Not applicable

Employers must provide remote employees with equipment necessary to perform work.

πŸ‘
Competitive

In Poland, over 50% of office employees now work in a hybrid model

πŸ‘
Above & Beyond

Flexible hours / hybrid working model

Sick leave

πŸ“
Statutory

Not applicable

80% salary for the first 33 days of illness in a calendar year. 

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Competitive
πŸ‘
Above & Beyond

Statutory leave is fairly generous

Maternity

πŸ“
Statutory

Not applicable

32 weeks paid at 100% of the average of previous 12 months pay for the first 6 weeks of parental leave and 60% of the average for following weeks.

πŸ‘
Competitive
πŸ‘
Above & Beyond

statutory leave is fairly generous

Paternity

πŸ“
Statutory

Not applicable

2 weeks paid at 100% of the average of previous 12 months pay.

πŸ‘
Competitive
πŸ‘
Above & Beyond
Question mark
Core benefits - Β traditional employer-paid benefits products e.g., insurances (health/life) and pension with core coverage
πŸ“
Statutory
β˜‘οΈ
Market Standard
🌟
Great

Medical

πŸ“
Statutory

Not applicable

Basic public healthcare costs mandatory 8.5% deduction from individual income.

πŸ‘
Competitive

Over 85% of employers offer supplemental medical, many include the wellness support of an Employee Assistance Programme.

πŸ‘
Above & Beyond

Supplemental private medical coverage including dependants, access to a mental wellness platform 

Life insurance

πŸ“
Statutory

Not applicable

πŸ‘
Competitive

Life insurance is a very common benefit in the tech industry.

πŸ‘
Above & Beyond

Pension

πŸ“
Statutory

Not applicable

PPK is a retirement savings plan which employers are required to offer, financed jointly by the employee, the employer and the government. Although mandatory, only about 30% of employees are active participants. Employer pays a basic contribution of 1.5% of the employee's gross remuneration, employee contributes 2%

πŸ‘
Competitive
πŸ‘
Above & Beyond

Employers may pay an additional contribution of up to 2.5% of employee's gross salary to each employee who decides to participate in PPK.

Question mark
Supplemental benefits - contemporary benefits to give your benefits package an edge e.g., flex allowances & salary sacrifice options
πŸ“
Statutory
β˜‘οΈ
Market Standard
🌟
Great

Social Benefits Fund

πŸ“
Statutory

Not applicable

Mandatory for employers with more than 50 full time employees, the Social Benefit Fund (ZFSS) allows employers to fund a broad range of motivational benefits. Using funds gathered on a separate bank account from write-offs, the employer may offer financing for a holiday, cultural and sports-related activities, childcare, as well as loan-related activities. All employees are entitled to social benefits, and the amount is calculated based on life situation of each employee.

πŸ‘
Competitive
πŸ‘
Above & Beyond

Employers who do not meet the criteria of employing 50 full-time employees may establish the ZFŚS voluntarily.

Wellbeing

πŸ“
Statutory

Not applicable

πŸ‘
Competitive

Gym subsidies

πŸ‘
Above & Beyond

Fully paid gym membership or fitness pass, especially the popular Multisport Card

Learning & Development

πŸ“
Statutory

Not applicable

πŸ‘
Competitive

Most companies (89%) subsidize or pay for employees’ education, training, or language course costs.

πŸ‘
Above & Beyond

Subscription learning service 

Work related travel

πŸ“
Statutory

Not applicable

According to the Polish law, employer who delegates employees abroad is obliged to cover the costs of the medical treatment which occur abroad including the costs of medicines and transport

πŸ‘
Competitive

most (95%) of companies offer business travel insurance

πŸ‘
Above & Beyond

Relocation assistance

Food & drink

πŸ“
Statutory

Not applicable

πŸ‘
Competitive
πŸ‘
Above & Beyond

Meals, snacks & drinks in office or subsidised

What are the tax implications of employee benefits & policies in Poland

Tax is a tricky one - especially with a global team to manage. Our tax guide simplifies the tax implications of various employee benefits in Poland for you.

We’ve narrowed down how employee benefits affect:

  • Tax reporting
  • Employer tax
  • Employee tax
Question mark
Benefits policies - company policies that involve employee benefits e.g., holidays, flexible working, maternity/paternity, etc.
πŸ“
Tax Reporting
πŸ‘©β€πŸ’Ό
Employer Tax
πŸ‘«
‍Employee Tax
No items found.
Question mark
Core benefits - Β traditional employer-paid benefits products e.g., insurances (health/life) and pension with core coverage
πŸ“
Tax Reporting
πŸ‘©β€πŸ’Ό
Employer Tax
πŸ‘«
Employee Tax
No items found.
Question mark
Supplemental benefits - contemporary benefits to give your benefits package an edge e.g., flex allowances & salary sacrifice options
πŸ“
Tax Reporting
πŸ‘©β€πŸ’Ό
Employer Tax
πŸ‘«
Employee Tax
No items found.

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