The most popular and least conflict-prone way to end an employment relationship in Poland — no reason is legally required, both sides agree the terms and the termination date freely.
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TERMINATION BY MUTUAL AGREEMENT (ROZWIĄZANIE UMOWY O PRACĘ ZA POROZUMIENIEM STRON)
Employer: Employee: Original employment contract dated:
1. AGREEMENT TO TERMINATE 1.1. The parties agree to terminate the employment relationship by mutual consent (art. 30 §1 pkt 1 Kodeks pracy) with effect from: . 1.2. ⚠️ Unlike a unilateral wypowiedzenie, this mode requires no statutory notice period and no stated reason — it is the most popular and least conflict-prone way to end employment in Poland, freely negotiated by both sides. 1.3. Reason, if the parties wish to record one (optional):
2. AGREED TERMS 2.1. 2.2. Unused leave days to be paid out as ekwiwalent:
3. NEXT STEPS 3.1. The Employer must issue the świadectwo pracy (certificate of employment) on the last day of employment — see the dedicated template.
Signed on : Employer ______________ / / 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.
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