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 exposes the employer to a fine and a possible damages claim.
⚠️ 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: 7. 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.
CERTIFICATE OF EMPLOYMENT (ŚWIADECTWO PRACY)
Employer: Employee:
1. ⚠️ ISSUANCE DEADLINE — LAST WORKING DAY 1.1. This certificate must be issued to the Employee on (the last working day), WITHOUT the Employee having to request it. A delay is allowed only where issuance on that day is objectively impossible, and then only up to 7 days later. 1.2. Date the certificate is actually issued:
2. EMPLOYMENT PERIODS AND POSITIONS 2.1.
3. MODE OF TERMINATION 3.1.
4. LEAVE AND ABSENCES 4.1. Leave days used in the final calendar year: 4.2. Sick leave/benefit periods used:
5. DISCIPLINARY RECORD 5.1. Unexpunged disciplinary penalties, if any:
6. FORM 6.1. ⚠️ The content and layout of this certificate must follow the strict template set by the applicable rozporządzenie on świadectwo pracy — this text is a content checklist, not a substitute for the official form.
Issued by: ______________ / on behalf of /
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.
Unilateral termination with notice — must be in writing; since the 26.04.2023 reform, a concrete, real reason is mandatory for BOTH indefinite AND fixed-term contracts, and the employee must be infor…
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…
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…
1 of 9 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.