Mandatory written employment contract (art. 29 Kodeks pracy) — if not signed before the start of work, the employer must give WRITTEN confirmation of the terms BEFORE admission to work (the "syndrom pierwszej dniówki" that PIP checks on the very first morning; violation fined 1,000-30,000 zł); fixed-term contracts are capped at 33 months / 3 contracts (art. 25¹ KP) before automatic conversion to an indefinite-term contract.
⚠️ This is a blank template, not legal advice: check the wording with a lawyer and adapt it to your jurisdiction and your case.
This template has no optional clauses: the text is the same for everyone.
Required fields not filled: 10. The PDF will have blank lines in their place to fill in by hand.
Click a field label in the text and type, or use the form. Empty fields become blank lines in the PDF.
EMPLOYMENT CONTRACT (UMOWA O PRACĘ)
Between: (), the "Employer", and: (PESEL/ID: ), the "Employee". Contract date: .
1. LEGAL BASIS — ART. 29 KODEKS PRACY 1.1. Under art. 29 of the Kodeks pracy (Labour Code), an employment contract must be in writing. ⚠️ If it is NOT signed before the Employee starts working, the Employer must, at the latest before admission to work, hand the Employee a WRITTEN confirmation of the agreed terms (the "syndrom pierwszej dniówki" — literally "first-day-at-work syndrome" — is the single most common target of a PIP morning inspection). Non-compliance is punishable by a fine of 1,000-30,000 zł. 1.2. This contract, together with the separate Informacja o warunkach zatrudnienia template (art. 29 §3 KP), forms the complete written record of employment terms.
2. TYPE OF CONTRACT AND POSITION 2.1. Type of contract (rodzaj umowy): 2.2. Position (stanowisko): 2.3. Place of work (miejsce pracy): 2.4. Working time fraction (wymiar etatu):
3. START AND, IF APPLICABLE, END DATE 3.1. Start date: 3.2. End date (for a fixed-term contract only): 3.3. ⚠️ ART. 25¹ KP CAP: a fixed-term relationship with the same employer may not exceed 33 months in total OR 3 separate fixed-term contracts, whichever comes first — the 4th contract or any period beyond 33 months is automatically treated as an indefinite-term contract by operation of law. Current count with this Employer:
4. PAY 4.1. Gross monthly pay (wynagrodzenie brutto): 4.2. ⚠️ Must not be below the statutory minimum wage in force (4 806 zł/month for a full-time etat in 2026, pro-rated for ).
5. RELATED OBLIGATIONS 5.1. Deliver the Informacja o warunkach zatrudnienia (art. 29 §3 KP) within 7 days of admission to work — see the dedicated template. 5.2. Arrange the pre-employment medical examination (badania wstępne) and BHP induction BEFORE the Employee starts work — required before .
SIGNATURES Employer ______________ / on behalf of / Employee ______________ / /
This is a boilerplate template, not legal advice. Polish employment, data-protection and consumer-protection law (the Kodeks pracy — Labour Code, arts. 25¹, 29, 29 §3; the RODO/GDPR — Regulation (EU) 2016/679; the ustawa o minimalnym wynagrodzeniu za pracę; the ustawa o świadczeniu usług drogą elektroniczną; and the ustawa o prawach konsumenta) is highly procedural, tied to fixed statutory deadlines (the "syndrom pierwszej dniówki" under art. 29 KP, the 7-day informacja o warunkach zatrudnienia, the 33-month/3-contract fixed-term cap, the 14-day right of withdrawal, the last-working-day świadectwo pracy) and changes frequently — including the 2026 minimum wage (4 806 zł/month, 31,40 zł/hour), the staged staż pracy reform (01.01.2026 for the public sector / 01.05.2026 for the private sector, with a 24-month window to document past periods) and the foreign-worker work-notification deadline shortened from 14 to 7 days as of 05.03.2026. Have this document reviewed and adapted by a Polish employment/ legal advisor (radca prawny / adwokat) and verified against current PIP, ZUS and UODO thresholds and guidance before use.
Documents that are usually drawn up in the same process.
Mandatory written information under art. 29 §3 Kodeks pracy — must reach the employee within 7 days of admission to work; expanded by the 2023 Work-Life Balance reform to cover training entitlements,…
Employee leave request — recommended, since tracking leave is mandatory; covers standard wypoczynkowy leave and the special categories urlop na żądanie (4 days/year, no advance notice), opiekuńczy (5…
Mandatory certificate issued on the employee's LAST working day, without being requested (maximum 7 days if objectively impossible sooner) — a strict template set by rozporządzenie; late issuance exp…
3 of 13 fields are taken from the company, employee or counterparty record, the questionnaire can be dictated to the AI, and the finished document comes with a number, a PDF and an acknowledgement record.