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 informed of the right to challenge the termination before the labour court within 21 days.
⚠️ This is a blank template, not legal advice: check the wording with a lawyer and adapt it to your jurisdiction and your case.
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TERMINATION NOTICE (WYPOWIEDZENIE UMOWY O PRACĘ)
Employer: Employee: ,
1. TYPE OF CONTRACT AND NOTICE PERIOD 1.1. This notice terminates a: 1.2. Notice period: 1.3. Date notice is handed over: . Employment end date: .
2. ⚠️ REASON — MANDATORY FOR BOTH CONTRACT TYPES 2.1. Reason for termination: 2.2. Since the reform of 26.04.2023, a concrete and real reason is required not only for indefinite-term contracts but also for FIXED-TERM contracts — older templates that omit the przyczyna field for umowa na czas określony are non-compliant and expose the Employer to a successful challenge regardless of the underlying facts.
3. TRADE-UNION CONSULTATION 3.1.
4. ⚠️ RIGHT TO APPEAL 4.1. 4.2. The Employee has the right to challenge this termination before the sąd pracy (labour court) within 21 days of receiving this notice.
SIGNATURES Employer ______________ / on behalf of / Received by Employee ______________ / / Date: ______________
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.
1 of 10 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.