On October 15, 2025, the President of Poland approved a major labor law reform that changes how an employee's total length of service is calculated. Starting January 1, 2026, periods of self-employment, mandate contracts, agency work, and other non-traditional forms of work will officially count toward a person's service record under Polish labor law
This legislative change, passed through both the Sejm (lower house) and Senate (upper house), marks one of the most significant updates to the Polish Labor Code in recent years, aiming to promote fairness and inclusivity in the labor market.
What the New Polish Labor Law Changes
Previously, only traditional employment relationships were considered when determining an employee's length of service. As a result, freelancers and contractors, despite years of professional activity, were excluded from workplace benefits tied to tenure.
The new legislation broadens the definition of length of service to include:
Self-employment (individual business activity)
Mandate contracts (umowy zlecenia)
Agency agreements
Other legally recognized non-standard employment arrangements
As long as social security contributions were made during these periods, they will now count toward total length of service. Verification will be carried out through certificates issued by the Social Security Agency (ZUS).
Why the Reform Matters
The reform aims to address long-standing inequalities in the Polish labor market. Thousands of professionals, particularly those in the gig economy, consultancy, and freelance sectors, have long faced barriers when it came to:
Earning additional holiday leave
Qualifying for long-service awards
Accessing positions requiring documented work history
Key Limitations to Keep in Mind
While this law is a progressive step forward, it's important to note:
The new entitlements apply only to individuals in active employment at the time of claiming them.
The reform does not extend holiday leave, severance pay, or long-service awards to people not currently employed under an employment contract.
Only periods with paid social security contributions will count toward total service.
What Employers in Poland Should Do Now
With the new law taking effect on January 1, 2026, HR leaders and employers in Poland should:
Review employment records to identify workers whose prior self-employment or mandate contracts may now count toward service.
Update internal HR and payroll systems to align with the revised Labor Code.
Communicate changes clearly to employees to ensure transparency and compliance.
Collaborate with ZUS to verify contribution records and obtain necessary certificates.
Partnering with an Employer of Record like Atlas HXM can help global businesses navigate these updates efficiently and remain fully HR compliant across multiple jurisdictions.
What This Means for the Future of Work in Poland
This reform underscores Poland's commitment to recognizing diverse career paths and protecting non-standard workers, a key step toward a more equitable labor landscape. As flexible work continues to expand across Europe, Poland's example may set a precedent for other EU member states considering similar reforms.