
May 2025
2 minutes
Labour Laws in Poland vs USA: What You Need to Know

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Introduction
Expanding across borders can feel like charting new territory - and nowhere is the terrain more different than when comparing labour laws in Poland and the USA. While the US is known for its employer-friendly, flexible approach, Poland has some of the most employee-protective regulations in Europe. Navigating both systems can be challenging, especially for companies operating in both markets or hiring remote teams across continents.
Understanding these contrasts isn't just a legal requirement - it’s the key to building trust, avoiding fines, and ensuring smooth operations. Whether you're onboarding your first hire in Warsaw or reviewing contracts in California, knowing the basics can make a big difference.
Quick Tips
In Poland, written employment contracts are mandatory from day one - in the US, many employees work under implied agreements.
US 'at-will' employment allows terminations without cause - this does not exist in Poland.
Poland mandates paid sick leave and holiday entitlement - in the US, these vary by state and are often not guaranteed.
Employers in Poland must register employees with ZUS (social insurance) - in the US, reporting varies by federal and state rules.
Works Councils and trade unions are influential in Poland - much less so in most of the US.
Contract Structures: Formality vs Flexibility
Poland requires written employment contracts that clearly define job duties, compensation, benefits, and termination terms. Employers must also provide a written scope of work on day one, or risk penalties.
In contrast, most US states do not require a written contract for employment - the default model is ‘at-will’, meaning either party can terminate at any time without cause (unless it violates discrimination or whistleblower laws). While this gives flexibility, it also means less protection for employees and more reputational risk if poorly managed.
For businesses, this means documentation expectations are higher in Poland, and HR teams must be fluent in compliance from the outset.
Terminations and Notice Periods: A World Apart
In Poland, dismissals must be justified and follow specific procedures - including notice periods that range from two weeks to three months depending on seniority. Redundancies require formal consultation and written rationale. Employers often need to prove economic or performance-related grounds.
In the US, termination processes are much simpler - at least legally. Most employers can end employment with immediate effect, provided it isn’t discriminatory or in breach of contractual clauses.
This doesn’t mean businesses can act recklessly in the US. Poorly handled terminations can still lead to claims under federal acts (like the WARN Act or EEOC guidelines), not to mention reputation damage and morale loss. But in terms of red tape, Poland is more regulated.
Working Hours and Benefits: Who Offers What?
Polish employees are entitled to a standard 40-hour work week, and statutory benefits include:
20 to 26 days paid annual leave
Paid public holidays
Sick pay from day one (partly employer-paid, then through social insurance)
Maternity and parental leave with state benefits
In the US, paid time off is not required by federal law. It’s typically offered at the employer’s discretion, though some states (like California or New York) have their own rules. There is no federal guarantee of paid maternity leave either - something that often surprises global firms.
This means benefit structures must be carefully tailored. One US client I worked with tried to replicate their American leave policy in Poland. It fell short of legal minimums and caused serious employee dissatisfaction. We stepped in to redesign the policy, align it with Polish labour code, and restore trust within the team.
A Real Example: Dual Hiring, Dual Systems
A tech company I supported was building mirrored teams in Kraków and Austin. They had a fantastic culture - but quickly hit roadblocks due to mismatched HR practices. Contracts in the US were verbal, while their Polish staff expected detailed agreements and formal onboarding.
We worked with their leadership team to create two compliant HR tracks - both anchored in the same values, but adapted to each country's laws. The result? Streamlined hiring, improved retention, and peace of mind knowing they were legally covered.
Final Thoughts
Hiring globally means playing by multiple sets of rules. The US and Poland represent two ends of the labour law spectrum - one flexible, the other formal. Neither is right or wrong, but both require careful navigation.
Getting it wrong can mean more than just fines. It can impact your brand, employee experience, and long-term growth.
What’s next for your global people strategy?
Book a free compliance check-in or HR audit with ThinkGlobal HR. Whether you’re expanding into Poland, the US, or both, we’ll help you build compliant, confident people practices - with local knowledge and global experience you can trust.