Bridging the gap between foreign nationals and the Polish legal system.

Start with a clear review of your current status, deadlines, purpose of stay and documents. We help you understand which path fits your situation and what should be prepared first.

Timing is important, but there may still be legal options depending on your situation. We can assess the risk, explain urgent next steps and help you act before the deadline passes.

We can review employer-side documents, identify missing information and explain what is usually needed for legal work and residence processes.

Yes. We can explain what the letter means, what deadline applies and what response or documents may be required.

Generally, no - not on its own. Employers hiring foreign nationals are required to conclude contracts in writing and in a language the foreign worker understands. If the contract is drafted only in a foreign language, the employer must have it translated into Polish by a sworn translator. A bilingual Polish-foreign language contract does not require a separate sworn translation, but a foreign-language-only contract does.

Yes. We can analyze the decision, explain the reason for refusal and help prepare the next legal step, including an appeal when available.

No. Under the Polish Labour Code, employees are entitled to 20 days of paid annual leave, or 26 days if employed for at least 10 years. This leave is guaranteed by law, cannot be shortened, and an employee cannot waive their right to it. Importantly, this includes 4 leave on demand days that an employee can use without prior employer approval.

For an employment contract of indefinite or fixed duration, the statutory notice period depends on length of service: two weeks if you have worked less than 6 months, one month if you have worked between 6 months and 3 years, and three months if you have worked 3 years or more. A notice period counted in months always starts on the first day of the following calendar month and ends on the last day of the final month - so a 1-month notice given on any date in June would run from July 1 to July 31.

There are three main types of employment contracts in Poland: trial period contract (umowa na okres próbny), concluded for a maximum of 3 months and used to assess suitability for the role; fixed-term contract (umowa na czas określony), concluded for a predetermined period such as 6 months or a year, with Polish law limiting fixed-term contracts between the same employer and employee to 33 months or a maximum of 3 contracts in a row; and indefinite contract (umowa na czas nieokreślony), the most stable form, giving the strongest job security, where termination by the employer requires a valid justification and statutory notice periods.