European Restructuring Monitor (ERM)
Eurofound's ERM database on restructuring-related legal regulations provides information on regulations in the Member States of the European Union and Norway which are explicitly or implicitly linked to anticipating and managing change.
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The notice period for terminating all types of employment contracts (permanent, fixed-term, probationary) depends on the employee's length of service with the employer.
Two weeks' notice is required if the employee has been employed for less than six months, and one month's notice if the employee has been employed for at least six months. If the employee has been employed for at least three years, three months' notice should be given.
The probationary contract can be for a maximum of three months. Another probationary contract can only be signed with the same employee:
The probationary contract can be terminated with a notice period of
In the case of collective dismissal, the notice period is the same. The notice period can be extended in the employment contract or collective agreement, but in an asymmetrical way, i.e. it can only be extended for situations where the contract is terminated by the employer and not by the employee.
Unifying the notice period for all kinds of employment contracts (excluding probationary period) was introduced in 2016 after the trade union NSZZ Solidarnosc had complained to the European Commission for improper implementation of the Fixed-term Work Directive 90/77/EC in Poland.
Eurofound (2015), Poland: Notice period to employees, Restructuring legislation database, Dublin, https://apps.eurofound.europa.eu/legislationdb/notice-period-to-employees/poland
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