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This guide explains key points about employer law for people living or working in Pułtusk, Poland. Employment law in Poland is governed mainly by the Polish Labour Code - Kodeks pracy - and by a range of regulations on social security, occupational health and safety, anti-discrimination and collective rights. Local practice in Pułtusk follows national law but may involve local institutions such as the Pułtusk municipality offices, the regional branch of the National Labour Inspectorate and local courts. Whether you are an employee, an employer, a contractor or a union representative, knowing the basic legal framework and the local bodies that can help will make it easier to resolve workplace disputes, comply with obligations and protect your rights.
Legal advice can help when workplace situations are complex, contested or have significant consequences. Common reasons to seek a lawyer in Pułtusk include:
- Disputes over termination of employment - wrongful dismissal, lack of notice, or contested severance.
- Contract drafting and review - making sure employment contracts, non-competition clauses and fixed-term agreements comply with law.
- Wage and benefits claims - unpaid salary, overtime, unpaid holiday pay, or disputes over social security contributions.
- Disciplinary procedures and internal investigations - ensuring procedures follow the Labour Code and protecting employee rights.
- Health and safety and occupational accidents - claims related to workplace injuries or unsafe working conditions.
- Collective labour issues - collective bargaining, strikes or trade union matters.
- Anti-discrimination and harassment claims - advice when facing or accused of discrimination on grounds such as gender, age or disability.
- Restructuring and redundancies - legal steps for layoffs, consultations with employee representatives and compliance with notice and severance rules.
- Cross-border employment issues - posting of workers, migrant workers and international social security coordination.
This section summarizes the most relevant legal points for employers and employees in Pułtusk - reflecting national rules as applied locally.
- Employment contracts - Polish law recognises contracts of employment for an indefinite term, fixed-term contracts, trial contracts and specific-task contracts. Written form is required for certain information; terms should specify working time, remuneration, place of work and type of duties.
- Working time and overtime - statutory limits exist for weekly and daily working time, rest breaks and overtime pay or time-off in lieu. Records of working time are important in disputes.
- Minimum wage and remuneration - Employers must pay at least the statutory minimum wage and follow rules on payslips, deductions and timely payment of salary.
- Leaves and absences - statutory annual leave, parental leave, sick leave and special leaves are governed by law; employers have obligations around granting and documenting leave.
- Termination and notice periods - Termination must follow grounds and procedures set out in the Labour Code. Notice periods depend on length of employment and the type of contract. Special protection applies to certain groups - pregnant employees, employees on parental leave and employee representatives.
- Severance and redundancy - Large-scale dismissals and redundancies require consultations with employee representatives and compliance with priority rehiring rules for some groups.
- Occupational health and safety - Employers must ensure safe working conditions, provide training and perform risk assessments. Failure can result in administrative fines and liability for accidents.
- Social security and taxation - Employers are responsible for timely payment of ZUS contributions and correct tax withholding. Mistakes can lead to liabilities and penalties.
- Anti-discrimination - Polish law bans discrimination in employment on various grounds and requires employers to react to harassment complaints.
- Enforcement and dispute resolution - Labour disputes are typically heard by regional labour courts. Administrative complaints about inspections go through the National Labour Inspectorate - Państwowa Inspekcja Pracy (PIP).
No. Termination of an employment contract must comply with the Labour Code. For contracts for an indefinite period, termination must meet notice period rules and cannot violate special protection rules for certain employees. Dismissal must not be for unlawful reasons such as discrimination or retaliation for exercising labour rights.
Notice periods depend on the type of contract and length of service. For indefinite contracts, notice can be short - two weeks, one month or three months - depending on length of employment. Fixed-term contracts and trial contracts follow different rules. Always check the specific contract and ask a lawyer if in doubt.
Severance pay is required in certain types of dismissals, especially during collective redundancies or when termination is due to employer insolvency or organisational changes that meet statutory criteria. The amount and eligibility depend on the reason for dismissal and length of service.
First, raise the issue with your employer in writing and request payment. Keep records - payslips, time sheets and correspondence. If unpaid, you can file a claim in the labour court. A lawyer can help prepare the claim and calculate owed amounts, including interest and penalties.
Employers may change certain terms if the contract or law permits it, but material changes - such as a substantial change in duties, place of work or remuneration - generally require consent or a written amendment. Changes without agreement may be grounds for a legal challenge.
Pregnant employees and employees on parental leave have special protection against dismissal. Employers must follow strict procedures and often need consent from the labour inspectorate or must have specific legal grounds for termination. Additionally, parental leave and flexible working rights are protected by law.
The National Labour Inspectorate - Państwowa Inspekcja Pracy (PIP) enforces labour law and occupational health and safety standards. Local branches and inspectors may inspect workplaces, issue orders and impose fines for violations. Employers must keep records of safety training and risk assessments.
While some verbal agreements can create employment relationships, for clarity and legal security a written contract is strongly recommended. Certain information must be provided in writing within a specified time - job description, remuneration, hours and place of work. Written contracts help prevent disputes.
Yes. Labour law provides rules on jurisdiction. Claims are generally brought before the court competent for the place where the employee worked or the employer's registered office. A lawyer can advise on the correct jurisdiction and procedure if the employer is outside Pułtusk.
Document incidents, raise the issue internally if safe to do so, and consider filing a complaint with the employer or the PIP. You can also seek damages or reinstatement through the labour court. A lawyer experienced in anti-discrimination law can advise on evidence collection and legal remedies.
Helpful institutions and resources for employment law matters in Pułtusk include national and local bodies and professional organizations. Key examples are:
- National Labour Inspectorate - Państwowa Inspekcja Pracy (PIP) - enforces labour law and conducts workplace inspections.
- Social Insurance Institution - Zakład Ubezpieczeń Społecznych (ZUS) - handles social security contributions, sickness and pension matters.
- Labour courts - regional courts handle employment disputes and claims for wages, reinstatement and damages.
- Local municipal offices and gmina-run free legal aid points - may offer basic legal consultations for residents who meet eligibility criteria.
- Okręgowa Rada Adwokacka and Okręgowa Izba Radców Prawnych - local bar associations that can help you locate a qualified lawyer specializing in labour law.
- Trade unions and employee representative bodies - can provide support in collective matters, negotiations and disputes.
- Public information on the Labour Code and government publications - official guidance explains legal requirements and employee rights.
If you need legal assistance with an employer matter in Pułtusk, use the following practical steps:
- Gather documentation - employment contracts, payslips, emails, time records, notices, medical certificates and any evidence of the disputed events.
- Note key deadlines - labour claims and administrative complaints are subject to strict time limits. Acting promptly preserves your options.
- Consider informal resolution - raise the issue with the employer, HR or a trade union if appropriate. Mediation or negotiated settlement can be faster and cheaper than court.
- Contact a lawyer experienced in Polish labour law - ask about experience with similar cases, fee structure - flat fee or hourly - and expected timelines. Bring your documents to the first consultation.
- Explore free or low-cost help - check eligibility for gmina legal aid, pro bono services or initial consultations from local bar associations.
- If health and safety or urgent abuses are involved, file a complaint with the National Labour Inspectorate and document the situation carefully.
- If litigation is necessary, your lawyer will advise on filing a claim in the appropriate labour court and on remedies such as unpaid wages, reinstatement, compensation or damages.
Taking these steps will help you understand your rights, choose the right path and increase the likelihood of a favourable outcome. If you are unsure where to start, a short consultation with a labour law specialist in the Pułtusk area is a prudent first move.
