Mandatory certificate issued on the employee's LAST working day, without being requested (maximum 7 days if objectively impossible sooner) — a strict template set by rozporządzenie; late issuance exposes the employer to a fine and a possible damages claim.
⚠️ This is a blank template, not legal advice: check the wording with a lawyer and adapt it to your jurisdiction and your case.
This template has no optional clauses: the text is the same for everyone. Field placeholders are shown as labels — on the site the template is read-only, values are entered inside the system.
CERTIFICATE OF EMPLOYMENT (ŚWIADECTWO PRACY)
Employer: Employer Employee: Employee
1. ⚠️ ISSUANCE DEADLINE — LAST WORKING DAY 1.1. This certificate must be issued to the Employee on Last working day (the last working day), WITHOUT the Employee having to request it. A delay is allowed only where issuance on that day is objectively impossible, and then only up to 7 days later. 1.2. Date the certificate is actually issued: Date the certificate is issued
2. EMPLOYMENT PERIODS AND POSITIONS 2.1. Employment periods and positions held
3. MODE OF TERMINATION 3.1. Mode of termination
4. LEAVE AND ABSENCES 4.1. Leave days used in the final calendar year: Leave days used in the final calendar year 4.2. Sick leave/benefit periods used: Sick leave/benefit periods used
5. DISCIPLINARY RECORD 5.1. Unexpunged disciplinary penalties, if any: Unexpunged disciplinary penalties, if any
6. FORM 6.1. ⚠️ The content and layout of this certificate must follow the strict template set by the applicable rozporządzenie on świadectwo pracy — this text is a content checklist, not a substitute for the official form.
Issued by: ______________ / on behalf of Employer /
— — — ⚠️ This is a boilerplate template, not legal advice. Polish employment, data-protection and consumer-protection law (the Kodeks pracy — Labour Code, arts. 25¹, 29, 29 §3; the RODO/GDPR — Regulation (EU) 2016/679; the ustawa o minimalnym wynagrodzeniu za pracę; the ustawa o świadczeniu usług drogą elektroniczną; and the ustawa o prawach konsumenta) is highly procedural, tied to fixed statutory deadlines (the "syndrom pierwszej dniówki" under art. 29 KP, the 7-day informacja o warunkach zatrudnienia, the 33-month/3-contract fixed-term cap, the 14-day right of withdrawal, the last-working-day świadectwo pracy) and changes frequently — including the 2026 minimum wage (4 806 zł/month, 31,40 zł/hour), the staged staż pracy reform (01.01.2026 for the public sector / 01.05.2026 for the private sector, with a 24-month window to document past periods) and the foreign-worker work-notification deadline shortened from 14 to 7 days as of 05.03.2026. Have this document reviewed and adapted by a Polish employment/ legal advisor (radca prawny / adwokat) and verified against current PIP, ZUS and UODO thresholds and guidance before use.
Fields that belong to a switched-off clause are dimmed — they are not asked for.
Must equal ostatniDzienPracy; max 7 days later only if objectively impossible sooner
1 of 9 fields are taken from the company, employee or counterparty record, the questionnaire can be dictated to the AI, and the finished document comes with a number, a PDF and an acknowledgement record.