All jobsPolandGdańsk

100 Jobs in Gdańsk

Employment contracts in Poland operate within strict civil law frameworks, with ZUS contributions deducted at source and mandatory sick leave thresholds shaping every payslip.

Jobs by occupation in Gdańsk

• Software Development jobs in Gdańsk14
• IT Managers jobs in Gdańsk6
• Logistics and Operational Support jobs in Gdańsk6
• Network and Systems Engineering jobs in Gdańsk6
• Business Intelligence jobs in Gdańsk5
• Retail Sales and Service jobs in Gdańsk5

Jobs by city in Poland

• Warsaw289
• Kraków149
• Wrocław117
• Poznań102
• Katowice88
• Łódź73
• Szczecin35
• Rzeszów21
• Lublin17
• Olsztyn14
• Bydgoszcz14
• Sieradz12
• Tychy11
• Police11
• Opole9
• Gdynia9
• Ełk8
• Sosnowiec8
• Gliwice7
• Częstochowa7
• Koszalin6
• Kwidzyn6
• Płock6

Questions

• Can non-EU citizens work in Poland?

  Non-EU citizens require a work permit issued by the województwo (regional authority) and a residence permit. The employer typically initiates the permit application, which requires proof of qualifications, contract terms, and that the role cannot be filled by an EU/EEA national. Processing takes several weeks.

• What types of employment contracts exist in Poland?

  The main contract type is umowa o pracę (employment contract), which provides full legal protections and is permanent or fixed-term. Umowa zlecenia (task contract) and umowa o dzieło (work contract) are used for project-based work but offer fewer protections and no paid leave. Self-employment (działalność gospodarcza) is another option.

• What is the standard working week in Poland?

  The standard working week is 40 hours, typically spread across five days, Monday to Friday. Daily hours are usually 8 hours with a lunch break. Employers must comply with rest period requirements between shifts and weekly rest days.

• How much overtime is permitted?

  Overtime is limited to an average of 8 hours per week over a reference period, typically calculated monthly. Employees must be compensated for overtime at time-and-a-half or given compensatory time off. Certain sectors have stricter limits.

• What documents do employers require from job applicants?

  Employers request a CV, cover letter, and references. For regulated professions, qualifications or diplomas must be provided. Criminal background checks may be required for roles involving vulnerable groups. Many roles require proof of Polish language competency or professional certifications.

• What is the standard employment contract length?

  Employment contracts can be permanent or fixed-term. Fixed-term contracts are limited to specific durations and purposes. If renewed multiple times or if the employee continues working after expiration, the contract may be converted to permanent status.

• How is salary paid in Poland?

  Salaries are typically paid monthly via bank transfer on the same date each month, specified in the contract. The payslip (potwierdzenie wypłaty) itemises gross salary, ZUS contributions, income tax (PIT), and net amount. Most employers pay between the 20th and last day of the month.

• What deductions appear on Polish paychecks?

  ZUS (Zakład Ubezpieczeń Społecznych) social insurance contributions are mandatory deductions covering pensions, disability, unemployment, and healthcare. Income tax (PIT) is withheld based on tax brackets. Additional deductions may include union fees or loan repayments if authorised.

• How many days of annual leave do employees receive?

  Employees receive a minimum of 20 days of paid annual leave (urlop) per year, increasing to 26 days after ten years of service. Additional leave includes public holidays (typically 13 per year), sick leave (zasilek chorobowy), and unpaid parental leave. Leave must be approved by the employer.

• What qualifications do employers typically require?

  Requirements vary by sector. Many roles require a high school diploma (świadectwo maturalne) or vocational qualification. University degrees are standard for professional roles. EU professional qualifications are recognised; non-EU qualifications may require certification or equivalency assessment.