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In Poland, these official days off are not just an opportunity to take a break from work, but also a time to immerse yourself in local culture and tradition. As the vacation time approaches, it’s always worth checking when these holidays fall, as it can impact the planning of trips, family gatherings, or even just relaxation at home. But that’s not all! Each of these holidays has its own stories and traditions, which are fascinating for everyone, not just those who are working. So we have prepared a comprehensive guide to the official holidays in Poland for you to better understand their significance and draw joy from them, whether you’re planning a trip or staying at home. 

According to the regulations outlined in the Law on Public Holidays, Poland observes 13 days off, known as holidays. Official Holidays in Poland: Detailed Overview 

 January 2024: Bank holiday Poland

1st January – New Year: The beginning of the new year is a time for reflection and setting goals for the future. It’s not just an occasion for celebration, but also a moment for formulating New Year’s resolutions and planning future achievements. Traditionally in Poland, we welcome the New Year with shared meals, festivities, and mutual well-wishes. 

6th January – Epiphany: Celebrations associated with the arrival of the Three Kings in Bethlehem. This holiday holds deep religious significance, symbolizing the moment when the Three Kings, according to Christian tradition, reached the stable to pay homage to the newborn Jesus. In Poland, it’s also a day for traditional rituals, including singing carols and visiting various places by carolers’ groups. 

April 2024: Bank holiday Poland

1st April – Second Day of Easter: Continuation of the Easter holiday celebrations. After the intense period of Holy Week and Easter, the Second Day of Easter offers the opportunity to continue joyful celebrations with family and friends. It’s a time to enjoy festive meals, spend time with loved ones, and reflect on the religious messages of this time. 

May 2024: Bank holiday Poland

1st May (Wednesday) – Labor Day: A day dedicated to celebrating the labor movement. It’s a day to honor the contributions of workers to all aspects of social life. Traditionally in Poland, it’s celebrated through demonstrations, parades, and various cultural events. It’s also an opportunity to reflect on workers’ rights and their protection. 

3rd May (Friday) – Constitution Day: Commemoration of the adoption of the first European national constitution. This is one of the most important national holidays in Poland, celebrated in honor of the adoption of the 3rd May Constitution in 1791. It’s a day of national pride and patriotism, as well as an opportunity to reflect on the values of democracy and civil liberties. 

May 30th (Thursday) – Corpus Christi: A Catholic holiday dedicated to the Eucharist. Corpus Christi is celebrated forty days after Easter and commemorates the truth of Christ’s presence in the sacrament of the Eucharist. For believers, it is a day of solemn processions, during which the faithful parade through the streets, adorning them with flowers and floral carpets. 

August 2024: Bank holiday Poland

August 15th (Thursday) – Assumption of the Blessed Virgin Mary: The Assumption of the Blessed Virgin Mary, also known as the Feast of the Assumption of the Blessed Virgin Mary, is a deeply respected day in the Catholic Church, commemorating the assumption of Mary into Heaven. For Polish believers, it is a day of religious observance and national pride, marked by church services and patriotic ceremonies. Additionally, it falls on Polish Armed Forces Day, honoring the courage and sacrifice of soldiers throughout history. It is a time for reflection on both spiritual and national aspects, combining faith, patriotism, and community spirit. 

November 2024: Bank holiday Poland

November 1st (Friday) – All Saints’ Day: A day of remembrance for the deceased. Traditionally, Poles visit the graves of their loved ones, laying flowers and lighting candles. It’s a time to honor the memory of those who have passed away and come together in prayer and reflection. 

November 11th (Monday) – Independence Day: Celebrations associated with Poland’s regaining of independence. It is a national holiday commemorating the day in 1918 when Poland regained independence after 123 years of partitions. It’s a time of national pride, patriotism, and reflection on history and the values that shape the national identity of Poles. 

December 2024: Bank holiday Poland

December 25th (Wednesday) – Christmas: Celebrations associated with the birth of Jesus Christ. It’s one of the most important days in the Christian calendar, celebrated with joy and shared meals among family and friends. Traditionally in Poland, Christmas Eve is a time of special customs and Christmas Eve dishes. 

December 26th (Thursday) – Second Day of Christmas: Continuation of Christmas celebrations. It’s a day for continuing the festive festivities, often spent with family or friends. Poles often use this day for relaxation and rest after the intense celebrations of Christmas Eve and Christmas Day. Family gatherings or walks are also common, to enjoy the atmosphere of holiday joy and peace. For many people, the Second Day of Christmas is a time for reflection on the values of family traditions and spending time together. 

What happens when a holiday falls on a day that is already a non-working day? 

The regulations regarding this issue, which were in force until the end of 2010, were clear. According to the Labor Code from November 30, 2006, to December 31, 2010, any holiday falling on a day other than Sunday resulted in a reduction of working hours by 8 hours. If such a holiday fell on a day that was already a non-working day for the employee (e.g., Saturday for those who work from Monday to Friday), the employer was required to grant an additional day off until the end of the current settlement period in which such an event occurred, for example, until the end of the month for a monthly settlement period. 

In Poland, official non-working days are not only an opportunity to rest from work but also a time to plan future activities. As the holiday season approaches, it’s important to check when these holidays fall exactly, as it can affect the organization of trips, family gatherings, or simply relaxation at home. What else is important? Setting up an automatic email response at work – don’t forget about it and enjoy your vacation! 

In light of the latest findings by technology experts from Stanford University, an intriguing question arises: does Poland truly boast the most efficient developer teams in the world? Research conducted by Yegor Denisov-Blanch and Simon Obstbaum suggests there’s a strong possibility that this is indeed the case. 

According to these researchers, Polish developer teams, along with their counterparts in Brazil and Romania, outperform the global average by approximately 50%. Furthermore, the algorithm developed based on these studies enables the measurement of developer efficiency in an innovative and objective manner. 

But how exactly does this algorithm work and what sets it apart from traditional productivity indicators? It’s worth delving into. 

Traditional methods of productivity measurement often focus on quantitative aspects such as the number of commits or lines of code. However, as experts point out, these metrics may not be entirely reliable or objective. On the other hand, the algorithm employed by Stanford University researchers utilizes source code analysis, allowing for a more comprehensive understanding of developer and team performance. 

This algorithm not only reads source code from repositories but also analyzes it from various dimensions, such as utilized APIs, persistence layers, or dependencies. This approach enables the generation of objective metrics for assessing the productivity of developer teams. 

However, it’s essential to emphasize that productivity assessment should not be limited solely to the quantity of code written or the number of commits. Yegor Denisov-Blanch also highlights the importance of focusing on the overall team productivity rather than individual achievements. 

The findings of these studies not only shed light on the potential of Poland, Brazil, and Romania in terms of developer team efficiency but also underscore the significance of employing objective performance evaluation methods in today’s technology-driven world. 

In conclusion, while the question of whether Poland leads in developer team efficiency remains open, the research conducted by technology experts from Stanford University undoubtedly offers a fresh perspective on this matter. In light of these findings, it appears that the key to success lies not only in leveraging innovative productivity measurement tools but also in fostering collaboration and team dynamics. 

For more insights into the most efficient developer teams globally, visit: link to the LinkedIn post 

Expanding business operations into the Polish market, understanding the nuances of employment contracts is crucial for effective team building. In this article, we will examine the four most common types of contracts in Poland, shedding light on their advantages and considerations. This knowledge will enable you to make informed decisions and attract the right specialists to your growing company. 

Employment Contract 

The employment contract is the most commonly used form of employment in Poland, providing both employees and employers with legal protection. Regulated by the Labor Code, this contract guarantees a range of benefits such as minimum wage, paid leave, sick pay, regulated working conditions, and clear termination rules. Despite higher costs for the employer associated with additional contributions, it is the most favorable form of employment for employees with varying salary levels. An employment contract can be concluded for a trial period, for a fixed term, or indefinitely. 

 Advantages: 

• The employment contract offers the company stable employment for the employee, translating into continuity of operations and greater employee loyalty. 
• Employees on an employment contract benefit from full employment rights, such as paid leave, health benefits, and sick pay. 
• Protection against potential termination of the contract. 
• Employees with an employment contract are typically subject to greater control by the company, facilitating better management of processes and work outcomes. 

Disadvantages: 

• Employment contracts entail higher costs for the company, including mandatory contributions to social insurance and leave pay. 
• There is no possibility of delegating the duties specified in the employment contract to another person by the employee. 
• Rigidity in terms of specified working hours and location. 
• Termination of the employment contract can be more complex and time-consuming. 
• Employment contracts involve greater administrative burdens for the company, such as maintaining personnel documentation and fulfilling various formalities related to employment. 

B2B Contract 

B2B contracts (abbreviation of business-to-business), also known as self-employment agreements, sole proprietorship contracts, or contracts under civil law, are commonly used in the dynamic IT industry. They are characterized by exceptional flexibility, providing benefits to both companies and self-employed specialists. In a B2B contract, one party undertakes to provide specific services to the other party, and the other party agrees to pay the first party the appropriate remuneration. The precise definition of the contracting entity is the most crucial element. This helps to avoid doubts and misunderstandings during the course of cooperation. 

Advantages: 

• Lower costs for the employer, which can consequently translate into higher remuneration for the self-employed individual. 
• This type of contract allows for greater flexibility compared to an employment contract (flexible working hours or locations for performing specific tasks). 
• The company is not required to provide additional social benefits, such as leave or health insurance, resulting in limited obligations for the employer. 
• Opportunity for collaboration with multiple entities. 

Disadvantages: 

• The self-employed individual must independently pay contributions and settle taxes. 
• This agreement does not include certain privileges that apply to employees hired under an employment contract (e.g., protection of the employment relationship of pregnant women). 
• Employees hired under a B2B contract often do not benefit from traditional social benefits, such as paid leave or health benefits. 
• Due to the lack of job stability, employees with a B2B contract may be less loyal to the company, which in turn can affect the duration of professional relationships. 

Assignment Contract 

A Assignment Contract, also known as a civil law contract, is a legal contract in which one party (referred to as the principal) commissions another party (referred to as the contractor) to perform a specific task. This is a flexible form of collaboration, particularly popular for short-term tasks or projects that do not require permanent employment. Due to the established minimum hourly rate, the entrepreneur must keep a record of the time worked by the contractor. It is important to note that when hiring someone based on a service agreement, the entrepreneur is obligated to calculate and pay social security contributions, although sickness insurance is optional. Additionally, it should be noted that the contractor can terminate the cooperation abruptly, without prior notice. The service agreement has its advantages and disadvantages, which should be carefully considered before signing. 

Advantages: 

• The employer has the possibility to terminate the contract at any time (unless a notice period is specified in the agreement). 
• It is a more economical way of employment. 
• The service agreement provides flexibility in determining the place, time, and method of task execution. 
• There is no specified hourly workload, including the absence of strict start and end times for work. 
• Student contractors (up to the age of 26) are exempt from paying contributions (pl. ZUS). 

Disadvantages: 

• There is an obligation to maintain a minimum hourly wage. 
• Lack of supervision over the employee. 
• Lack of guarantee benefits, such as compensation for downtime, illness, or maternity leave. 

Umowa o dzieło 

Umowa o dzieło (a service agreement) is a form of contract in which the party accepting the order undertakes to perform a specific task, while the ordering party agrees to pay compensation. It is often referred to as a results-based contract, as its subject matter involves actions aimed at achieving a specific end result. The contractor bears full responsibility for the outcome of their work, including any potential defects in the completed task, for which they may be held accountable by the client. A service agreement is also characterized by lower employment costs compared to other forms of contracts. 

Advantages: 

• The company is not obliged to pay contributions for social insurance or other social benefits. 
• Service agreements are legal relationships that do not require permanent employment, which is beneficial for short-term projects. 
• It is the cheapest and least cumbersome method of employment. 

Disadvantages: 

• Service agreements do not provide permanent employment, which may lead to the continuous need to search for new specialists for short-term projects. 
• Due to the contractor’s greater independence, the company may have less control over the work process and project implementation. 
• Contractors under a service agreement do not enjoy full employment rights, which may lead to less commitment. 

Understanding various types of employment contracts is crucial for effective personnel management in a company expanding its operations into the Polish market. In this article, we have discussed four of the most common types of contracts in Poland, analyzing their advantages and disadvantages. This knowledge enables informed decision-making during recruitment and helps in building strong relationships with employees and collaborators. 

As an IT recruitment agency, we possess this knowledge and are ready to answer your questions. Remember that choosing the appropriate contract type depends on the nature of the company’s operations, its needs, and business goals. As you strive to develop your company, it’s also valuable to seek legal advice and consult with experts in labor law. By doing so, you’ll be able to effectively build a team and grow your business in the Polish market. 

In the business world, where the pace of change is as dynamic as the diversity of projects, having a team composed of the most competent and suitable specialists becomes crucial. However, with the development of the company, a fundamental question arises: What recruitment solution best meets our needs? Is it worth using the services of a recruitment agency, hiring an experienced freelancer, or perhaps investing in an in-house team? 

In today’s blog, we will closely examine each of these options, analyzing both the advantages and challenges to help you make an informed decision. With us, you will discover which approach could be the key to success in your industry. 

Freelancer: Flexibility and ondividual approach 

Flexibility: Freelancers represent an attractive solution for short-term or seasonal projects where a quick and flexible response to changing needs is required. Their independence allows for swift adaptation to the project and remote work, which can be beneficial for companies seeking variable support. 

Financial savings: Collaborating with a freelancer often involves lower costs compared to a recruitment agency. The fact that freelancers work independently eliminates the expenses associated with maintaining an office and a team. 

Availability risk: However, the risk associated with availability can be a significant factor. Freelancers, juggling multiple projects simultaneously, may be unavailable at crucial moments, potentially impacting the project schedule. 

Lack of skill diversity: Freelancers typically possess specialized skills in their field, but obtaining a broad diversity of skills, especially for extensive projects, might pose a challenge. 

In-House Team: Control and continuous availability 

Full control: Having an in-house team provides complete control over the recruitment process and the project. This is crucial if a company aims to maintain strategic control over key elements of its business. 

Continuous availability: An in-house team is typically available consistently, which is essential in the long run. This solution is suitable for projects requiring continuous attention and commitment. 

Higher fixed costs: However, the salaries, benefits, and other expenses associated with maintaining a permanent team may be higher than when using the services of a recruitment agency or freelancers. 

Lack of flexibility: The lack of flexibility in adjusting the team to changing needs can be a limitation for companies experiencing cyclical changes in project scopes. 

Recruitment Agency: Precision, speed, and industry specialization 

Recruitment expertise: Recruitment agencies, due to their specialization, possess deep industry knowledge and experience in identifying candidates with the most desirable skills. Our recruitment agency, with years of experience across various sectors, can guarantee a high level of precision in selecting the ideal candidates. 

Wide access to qualified candidates: Thanks to extensive networks and recruitment tools, agencies have access to a broad database of potential talents. This means we can quickly identify candidates who best fit your requirements. 

Reduced recruitment time: In a competitive business environment, time is crucial. Recruitment agencies can minimize the recruitment time, delivering ready-to-act professionals in a shorter timeframe compared to other options. 

Costs: Collaborating with a recruitment agency may involve certain costs, but it’s worth viewing it as an investment in the long-term success of the company. The qualifications and experience of candidates provided by the agency can contribute to increased efficiency and profitability. 

Less control over the process: While recruitment agencies operate based on precise criteria, some companies may feel they have less control over the recruitment process. Nevertheless, open communication with the agency allows for adjustments and adaptations to any changes. 

For companies seeking quick, precise, and well-matched CVs, collaboration with a recruitment agency is usually the best option. The benefits of wide access to candidates, industry specialization, and shortened recruitment time often outweigh any potential challenges. 

Considering individual needs and company goals: Key to informed decision 

The ultimate choice between a recruitment agency, freelancer, and an in-house team depends on the individual needs and goals of the company. It’s essential to contemplate the budget, project specifics, and long-term benefits for the organization. Each option has its merits and drawbacks, so finding the best fit for specific business requirements is crucial. 

1.Budget: Consider the costs associated with each recruitment solution. Recruitment agencies may be more expensive, but they provide advanced tools and expertise. Freelancers are often more financially accessible, while an in-house team entails fixed employment costs. 

2.Project specifics: Analyzing the specifics of the project is crucial. Do you need a specialized team for a specific period? The flexibility of freelancers? Or the full control over the process offered by an in-house team? Tailor the option to the project’s specific requirements. 

3.Long-term benefits for the organization: Reflect on the long-term benefits the chosen solution will bring. Recruitment agencies offer professionalism and experience, freelancers provide flexibility, and an in-house team ensures stability. Determine which aspects are key for you in the context of the company’s long-term strategy. 

Remember that there is no one-size-fits-all solution. Each option has its merits and drawbacks. The key is to find the best fit for specific business requirements, considering both short-term and long-term goals for the company. The ultimate choice is an investment in the future of your business. Be confident that your decisions are well thought out, and the chosen solution aligns seamlessly with the unique character and goals of your organization. 

The job market in Poland is changing fast, and what employees want from their employers is changing too. Nowadays, employees want more than just interesting work and good pay. They also want a bunch of things that help them in their everyday life, keep them healthy, and let them balance work with their personal life. 

To keep up with this, Polish companies are working hard to create good packages of benefits for their employees. It doesn’t matter if a company is big or small, offering attractive benefits has become really important to get and keep good workers. In Poland, the most important things for employees seem to be healthcare, having flexible work options, and chances to learn and grow at work. Companies that offer these things are seen as more attractive to employees in Poland. 

Before a company hires people in Poland, it’s really important to offer them benefits that follow the rules of Polish laws about work. Poland is part of the European Union (EU), so it has to follow certain rules to protect workers. 

In the rest of this article, we’ll talk about the most important benefits that Polish companies offer their employees, like healthcare, flexible work hours, and chances to learn more at work. We’ll also look at how these benefits can make people want to work for a company, and we’ll talk about the new ideas companies have for helping their workers. 

The most popular benefits for employees in Poland: 

Private healthcare: Private healthcare has become one of the most popular benefits for employees. Access to quick doctor visits, specialized advice, and the possibility of faster health issue resolution without long waits in the public healthcare system attract many people to companies offering this service. An important aspect of private healthcare is access to specialists and support for mental well-being. 

Gym Memberships: Providing gym memberships to employees is not just an encouragement for them to take care of their health through regular physical activity, but also a way to support a healthy lifestyle. These memberships give employees flexibility in choosing their preferred physical activity, offering access to various sports activities or gyms. These benefits help employees balance their professional and personal lives, improving their well-being and physical fitness. 

Group life insurance: This is an important element that provides employees and their families with additional financial security in case of unexpected life events. 

Fuel discount cards: Offering discounts on fuel is a practical benefit, especially for employees who commute to work by their own cars. 

Shopping vouchers: Access to vouchers providing discounts at grocery stores is a practical benefit that assists employees in their daily shopping. 

Online shopping discounts: Virtual discounts or promotional codes for employees are an appealing addition to the benefits package, allowing savings during online purchases. 

Free office meals: Providing free meals during work hours is not only a cost-saving measure for employees but also a way to ensure they have a healthy and regular meal during long working hours. 

Discounts on company products and services: Offering discounts on company products or services is an additional incentive for employees. 

Financial support in difficult situations: The opportunity to receive financial support during crises is highly valued by employees. 

Professional training and courses: The opportunity for professional development through training and courses increases the attractiveness of job offers for many employees. 

Funding for Learning Foreign Languages: Financial support for learning foreign languages opens doors for employees’ professional development. Such funding allows employees to enhance their communication skills in various languages, boosting their value in the job market. It’s an investment in the team’s global competencies and strengthens the company’s position in the international business market. 

Workation: It’s a work format enabling employees to perform their job duties from anywhere in the world, usually in a setting designed for relaxation. It combines remote work with the opportunity to merge work with leisure and explore new places. For employees, workation means flexible scheduling and location, leading to increased productivity and higher job satisfaction. Such benefits facilitate short business trips to attractive locations, potentially influencing employee motivation and commitment to their professional responsibilities. For companies, it’s a way to gain fresh perspectives and inspiration, fostering innovation and business growth. 

Pet Owner Benefits: This is an increasingly common aspect of employee benefit packages (e.g., PETHELP). They encompass various forms of assistance for employees who have pets, such as flexible work hours for pet care, the option of remote work for pet supervision, or additional days off for tending to sick pets. 

Motivating Non-Monetary Benefits 

According to the Bergman Engineering report titled “The Significance of Additional Non-Monetary Benefits as a Motivating Factor among Engineers in 2022,” it is evident that among this professional group, the most highly valued benefits were: 

43% – Commuting subsidies 

40% – Additional paid time off 

12% – Free childcare/preschool services 

5% – Discounts and purchase vouchers 

Summary 

Hybrid work, remote work, and providing company equipment for personal use have become the norm in today’s work environment, no longer merely considered as additional perks. Employers increasingly adopt these solutions as a consistent part of their operational strategies, offering employees flexibility in their work locations and ensuring the necessary tools for efficient work regardless of where they are located. This shift in work norms responds to evolving employee expectations and needs, concurrently creating a more flexible and adaptable professional environment. 

The work landscape in Poland is dynamically evolving, accompanied by changing expectations among employees regarding the benefits offered by employers. Modern employees seek not only challenges or attractive salaries but also comprehensive benefit packages supporting both their professional and personal lives. Companies are focusing more on providing advantageous benefits that are crucial for job attractiveness and employee retention. Subsidizing professional training and courses can be a significant factor in attracting employees to the job market. Support for professional development often forms a crucial component of benefit packages. The opportunity for continuous improvement of professional skills is undoubtedly an attractive factor for employees seeking new career development opportunities.