Employment Contract (Umowa o pracę)

EMPLOYMENT CONTRACT (UMOWA O PRACĘ)

Between: ✓Employer name (✓Employer address), the "Employer", and: ✓Employee name (PESEL/ID: Employee PESEL / ID document), the "Employee". Contract date: Contract date.

1. LEGAL BASIS — ART. 29 KODEKS PRACY 1.1. Under art. 29 of the Kodeks pracy (Labour Code), an employment contract must be in writing. ⚠️ If it is NOT signed before the Employee starts working, the Employer must, at the latest before admission to work, hand the Employee a WRITTEN confirmation of the agreed terms (the "syndrom pierwszej dniówki" — literally "first-day-at-work syndrome" — is the single most common target of a PIP morning inspection). Non-compliance is punishable by a fine of 1,000-30,000 zł. 1.2. This contract, together with the separate Informacja o warunkach zatrudnienia template (art. 29 §3 KP), forms the complete written record of employment terms.

2. TYPE OF CONTRACT AND POSITION 2.1. Type of contract (rodzaj umowy): Type of contract (rodzaj umowy) 2.2. Position (stanowisko): Position (stanowisko) 2.3. Place of work (miejsce pracy): Place of work (miejsce pracy) 2.4. Working time fraction (wymiar etatu): Working time fraction (wymiar etatu)

3. START AND, IF APPLICABLE, END DATE 3.1. Start date: Start date 3.2. End date (for a fixed-term contract only): End date (fixed-term only) 3.3. ⚠️ ART. 25¹ KP CAP: a fixed-term relationship with the same employer may not exceed 33 months in total OR 3 separate fixed-term contracts, whichever comes first — the 4th contract or any period beyond 33 months is automatically treated as an indefinite-term contract by operation of law. Current count with this Employer: Contract count with this employer (for the 33-month/3-contract cap)

4. PAY 4.1. Gross monthly pay (wynagrodzenie brutto): Gross monthly pay (wynagrodzenie brutto) 4.2. ⚠️ Must not be below the statutory minimum wage in force (4 806 zł/month for a full-time etat in 2026, pro-rated for Working time fraction (wymiar etatu)).

5. RELATED OBLIGATIONS 5.1. Deliver the Informacja o warunkach zatrudnienia (art. 29 §3 KP) within 7 days of admission to work — see the dedicated template. 5.2. Arrange the pre-employment medical examination (badania wstępne) and BHP induction BEFORE the Employee starts work — required before Start date.

SIGNATURES Employer ______________ / on behalf of ✓Employer name / Employee ______________ / ✓Employee name /

— — — ⚠️ 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.