According to Polish labour law an employment contract can be concluded:
- for an indefinite term;
- for a fixed term;
- for the time it takes to complete a specific task;
- to replace an employee – in the event of his or her justified absence from work; the employer can hire another worker under a fixed term employment contract for the period of absence;
All of these contracts can be preceded by an employment contract for a trial period of no more than three months.
Once a third subsequent fixed-term contract is signed, it is deemed to have become an indefinite term contract.
An employment contract is concluded in writing and should be signed no later than on the day the employee starts working. If no contract is signed, then the employee should be provided with written confirmation of the contract conditions on the day he starts work at the latest. Any changes in employment contract conditions should also be made in writing. The employer should include additional written information about certain engagement terms to the employment contract. Labour Code provisions set out the regulations that should be included in the employment contract and in the additional written information.