A temporary employment contract is one of the forms of employment functioning in Polish law. It is a specific type of employment contract, which is regulated in detail by the provisions of the Act on the Employment of Temporary Workers, dating back to 2003, as well as subsequent amendments. In matters not covered by this Act, the rules of temporary work are regulated by the Labour Code, as is the case with other employment contracts. An important distinguishing feature of a temporary employment contract is the fact that there are two employers in it – the employer (employment agency and the user employer – the entrepreneur for whom the employee performs his or her duties.

What exactly is a temporary employment contract and how does it differ from a standard employment contract? What about taxes and contributions for temporary workers? How long does a temporary employment contract last, what are the employee rights and the notice period accompanying the contract? We explain!

What is a temporary employment contract?

Temporary work can be described as a task that we perform for an employer who commissions the implementation of a specific job. Temporary work is seasonal, periodic or ad hoc, so it is not performed by permanent employees.

Such employees are covered by a temporary employment contract. Most often, it is temporary employment agencies that deal with employment on behalf of the company and such recruitment is also different than permanent recruitment. The employment agency then deals with payments, i.e. is responsible for the remuneration of the temporary worker and pays social security contributions.

It is therefore not surprising that hiring temporary workers is an opportunity for many companies to fill vacancies very quickly, which, as the name suggests, appear in the workplace seasonally or on an ad hoc basis, for example due to the season or the current market situation. By starting cooperation with a temporary employment agency, the employer does not have to waste time or money on recruitment, and by choosing cooperation with a trusted partner, he can count on temporary workers who are well prepared for their duties.

This situation also benefits a temporary worker, who wants to be employed, but at the same time has quite flexible deadlines, allowing them to reconcile temporary work with other duties. So it’s a classic win-win situation. The benefit of employing temporary workers is obvious to both parties, which is why it has been decided to legally regulate the issue of temporary work in Poland.

Two decades ago, under a special law, it became another type of employment contract. The main difference is that a temporary worker remains employed by a temporary employment agency with which he signs a contract, and can then be seconded to a specific user employer. The Act provides for certain restrictions related to the employment of a temporary worker, primarily temporary, but it should be remembered that it is an employment contract with all its most important consequences in terms of holidays, benefits, contributions and taxes.

What is the difference between an employment contract and a temporary employment contract?

A temporary employment contract is used to employ temporary workers on the terms consistent with the Labour Code. Its parties are the employee and the temporary employment agency. The contract contains standard elements, such as the parties to the contract, the date it was signed, but at the same time, the document indicates the user’s employer, the duration and responsibilities during the period of work. In this part of the contract, you can find, among other things, the type of work entrusted to the temporary worker, the place of performance of the temporary work, the remuneration along with the date of its payment, as well as the amount of work performed by the temporary worker.

A temporary employment contract is always a fixed-term contract, because due to its nature, temporary work cannot be performed permanently. A temporary worker may spend a maximum of 18 months within 36 months with a given user employer. If the contract is signed for 18 months and comes to an end, the employment relationship ends and the temporary worker cannot return to the same position for the next 18 months.

The contract protects employees in another very important way – a temporary worker employed in the same position as a full-time employee, requiring the same qualifications, should receive the same remuneration. This applies to both the basic salary and bonuses and overtime. Of course, the salary is also affected by the length of service, but in this matter, temporary workers are also subject to the same salary range. All other terms and conditions of employment must also be the same as those of full-time employees.

A temporary employment contract signed with a temporary employment agency may only apply to certain works – this is one of the most important differences from a regular employment contract. A temporary worker may only perform work:

At the same time, the rules for the employment of temporary workers state, among other things, that it cannot be particularly dangerous work, performed as an employee participating in a strike, nor can it be security work requiring arming with firearms.

Temporary employment contract – contributions and taxes

The terms and conditions of temporary work under this contract, regardless of the temporary employment agency, do not differ from any other employment contract. For this reason, when employing temporary workers, the temporary employment agency as an employer pays full social security contributions for them – pension, disability, health and sickness, accident, Labour Fund and Guaranteed Employee Benefits Fund. As a result, temporary workers at the disposal of the user employer can benefit from full benefits, including sickness benefit. The same applies to medical assistance provided under the National Health Fund.

Employees employed under a temporary employment contract are subject to income tax, in practice paid by the employer, so the payment from the temporary employment agency, as in the case of any other employment contract, is a net salary.

How long can a temporary employment contract last?

Temporary work can only be performed for the period of time specified in the Act. A temporary worker employed by a temporary employment agency is limited to 18 months with one user employer, and a period not exceeding 18 months applies to 36 months. In other words, the rules for employing a temporary worker allow you to spend only a year and a half in a given position within 3 years. A longer period is allowed only in the case of temporary replacement work and amounts to 36 months. The contract concluded with the agency must take this into account. However, it is permissible for the employer to hire an employee under an employment contract without the agency’s intermediation after its completion.

How long can you work as a temporary worker?

The 18-month limit applies to only one user employer. When the termination of the contract comes, or simply when the contract comes to an end, the user employer can bind itself with another temporary worker. On the other hand, the temporary worker can then take advantage of other job offers and bind himself to the new employer on the basis of a contract signed with the temporary employment agency. Everyone has the right to work temporarily for as long as they want, but before the 36 months have elapsed, they must choose another user employer.

Does temporary work count towards the length of service and retirement?

A temporary employment agency provides a temporary worker with exactly the same benefits for a period of time specified in the contract as in the case of an employment contract. The difference is that the payment of remuneration is on the employer’s side, and the user employer does not deal with it. On the basis of the contract, all the above-mentioned contributions are paid all the time, so an employee employed by the agency increases his or her length of service necessary for future retirement. The rights of a temporary agency worker are full, regardless of the fact that he performs his duties for the user employer and that it is seasonal work. Every temporary worker can be confident about their future retirement.

Rights and obligations of a temporary agency worker

Persons employed under a civil law contract for a temporary period have specific rights and obligations that differ from those employed under a standard employment contract.

An employee has the right to remuneration, equal treatment, the right to leave, the right to safe working conditions, the right to a notice period, or the right to protection against discrimination and mobbing at work.

The duties of a temporary worker include performing work in accordance with the contract, complying with work regulations and health and safety rules, keeping trade secrets, timely informing about absences and reporting violations of rights.

Leave in the case of a temporary employment contract

In addition, during the performance of temporary work, employees employed in a temporary employment agency are provided with the possibility of using full holiday benefits (full-time leave).

Every employer who decides to hire a temporary worker must be aware of this at the time the contract was concluded. The employer’s obligations apply not only to remuneration and occupational health, but also to annual leave. From the date of conclusion of the contract, the employee is entitled to 2 days for each month of service. By using it, the employee is entitled to full remuneration. When the duration of employment does not exceed 6 months, the agency and the user employer determine whether the employee can use all the leave during the duration of the temporary work. If it is longer than 6 months, it is the employee who agrees on the time of using the leave. In addition, there is the possibility of taking holiday leave on demand, which is provided for in the rules for directing temporary workers.

Temporary work and pregnancy and maternity leave

A temporary employment contract gives employees, and more specifically female employees, another very important privilege. If its duration is at least two months, the employed person can benefit from maternity benefits. The contract with the temporary worker is automatically extended until the day of delivery, if it were to be automatically terminated after the end of the 3rd month of pregnancy. As a result, a person employed by the agency on the basis of a temporary employment contract then gains the right to benefit from maternity benefit.

Notice period for temporary employment contracts

When it comes to temporary work, an employment contract is a fixed-term contract and comes to an end after the end of the duration of employment with a specific user employer. At the same time, both parties may decide to terminate it early, provided that the employee and the agency choose such a provision.

The notice period depends on the duration of the contract and amounts to:

Is a temporary employment contract profitable? Cost-benefit analysis

Benefits for employees

The issue of the benefits of employment as a temporary worker must be looked at holistically. From the employee’s point of view, there are several important advantages of such a solution. The first is flexibility. Temporary work is good for students, people on maternity leave or people who want to combine work with other responsibilities.

A very important aspect is also quick entry into the labor market. A temporary worker is seconded to work that needs immediate employment, so he does not have to worry about a long and arduous search for a job.

Temporary work is also an opportunity to gain professional experience in various industries. Using the services of a temporary employment agency will allow you to expand your experience in your CV and increase your value on the labor market.

Benefits for employers

And what about the employer? They can also count on very high flexibility, which results from the ability to adjust the number of employees to the current needs in the company. In a critical situation, this is the best solution.

Hiring temporary workers is also an opportunity to reduce the costs associated with maintaining permanent employees. A fixed-term contract exempts the employer from incurring the costs of social benefits, remuneration for the holiday period, or severance pay for the employee.

Temporary employment gives a company the opportunity to test employees. In this way, without much risk, you can assess competence, performance and the ability to work in a team. As a result, making decisions about permanent employment is much simpler and more certain.

A temporary employment contract, which is a specific form of employment, offers flexible solutions for both employees and employers. For employees, it is an opportunity to quickly gain employment, develop professional experience and reconcile work with other duties. For employers, in turn, this means flexibility of employment, along with adjusting the number of employees to the current needs of the company without long-term commitments.

A contract of mandate is one of several forms of employment available in Poland. It is a very popular document, but it should be remembered that it is regulated by the provisions of the Civil Code. What does the issue of employment under a contract of mandate look like in practice? Learn the most important information on this topic.

What is a contract of mandate?

A contract of mandate is one of the most commonly used forms of employment in Poland. Employment on a contract of mandate is particularly popular in the case of temporary, seasonal or casual work. Contracts of mandate are regulated by the provisions of the Civil Code. This is a significant difference, because employment contracts are subject to the Labor Code.

A contract of mandate is very flexible for both parties, i.e. for both the principal and the contractor. A contract of mandate specifies that one of the parties is obliged to perform certain activities for the other party, of course for a previously agreed fee.

The contract of mandate does not specify that the work must be performed personally by the contractor, which allows him to entrust the performance of the work to a third party. Of course, only if it is not prohibited by the nature of the contract or the relevant provisions contained therein. In the case of this contract, there is no specific place and time to perform tasks. An exception to this is a situation in which both parties agree otherwise. In the case of a contract of mandate, there is complete freedom and freedom. This form does not impose too many strict obligations on the contractor as an employment contract.

In this case, permanent recruitment and recruitment of IT staff, which is also often used during employment on a contract of mandate, are also different.

A contract of mandate can be performed both for a fee and free of charge. In the case of the first type, the remuneration is paid only after the completion of the order, and the recipient must inform the employer about the progress. The provisions of the Labour Code do not apply in this form of contract. However, the employer must ensure the safety of employees, and the activities performed are based on the arrangements contained in the document. A contract of mandate is also taxed in an appropriate way.

How to hire an employee under a contract of mandate?

In order to answer the question of how to hire an employee under a contract of mandate, it is necessary to analyze the basic elements of this document. The most important information is about the scope of obligations and the duration of such a contract. This form of employment means that the person performing the work is not completely subordinate to the employer. The entrepreneur should also not organize activities in detail. If there are conditions of subordination at a specific place and time, the contract of mandate must be converted into an employment contract. In the event of an inspection by the National Labour Inspectorate, there is a risk of penalties being imposed.

Step 1 – preparation and negotiation of contract terms

In the first step, it is important to determine the terms of cooperation. The conditions that must be set out in the contract of mandate are:

If we are talking about remuneration, the contract of mandate must include the minimum hourly rate, which from July 2024 is PLN 28.10 gross.

Step 2 – drawing up a contract of mandate

Once all the terms and conditions are set, it’s time to draft a written contract. Although the Civil Code does not require a written form for the validity of a contract of mandate, it is recommended to conclude such an agreement for evidentiary purposes. The contract should include the data of the principal (company name, NIP) and the contractor (name and surname, PESEL, address). The subject of the contract must also be specified, i.e. a description of the tasks that apply to the person accepting the order. If the order has a specific lead time, this should also be included in the contract. The same applies to remuneration. All this information is important for the proper performance of the order by the contractor.

Step 3 – reporting the contractor to ZUS

An employer employing on the basis of a contract of mandate is obliged to report the contractor to the Social Insurance Institution in a situation where the contractor is subject to social and health insurance. Such a notification must be made within 7 days from the start of the order.

In a contract of mandate, it is the employer who acts as a tax payer and is obliged to perform a specific legal action that results from it. This means that he is responsible and must ensure that social security contributions are paid, but also income tax (PIT). The amount of contributions is calculated on the basis of the contractor’s situation, i.e. whether he has other sources of income or is, for example, a student.

Very often, therecruitment of employees from the East is also based on such a document. It is a form of contract taxed in a slightly different way than in the case of an employment relationship, which is why it has been very popular for years. However, it is worth remembering that it can only be used in certain situations.

Contract of mandate and ZUS

Signing a contract of mandate is associated with the obligatory payment of social and health insurance contributions. The exception is a situation in which the contractor is exempt from this obligation because, for example, he or she is a student under 26 years of age. In the case of a contract of mandate, the employer is obliged to report the employee to the Social Insurance Institution, but also to pay pension, disability, accident and sickness insurance contributions for him. Importantly, these contributions are deducted from the contractor’s remuneration. Treating this type of employment separately allows for greater flexibility in terms of incurring costs.

A contract of mandate with your own employee is also possible, but in this case you need to remember to follow a few rules. First of all, the commissioned activities must not coincide with those performed by the person in connection with the employment relationship. It is also important to ensure that the deadlines for the performance of specific obligations are adapted to the legal requirements. It is worth knowing that even if you sign a contract of mandate with your own employee, you have to pay the mandatory health, disability, accident and pension rates.

Employer’s obligations under the contract of mandate

An employer who decides to hire an employee under a contract of mandate must complete several formalities. The most important thing is to report this fact to ZUS within 7 days of starting cooperation (the date is placed on the document). The employer must pay for all mandatory insurance. In general, voluntary sickness contributions can be omitted, but there are exceptions to this rule. This is the case, for example, when a person is already employed in the same company under an employment contract, but performs an order outside of their duties. In such a case, it is also subject to sickness insurance.

The entrepreneur must also take care of the advance payment of income tax. Currently, however, there are regulations in force according to which this issue does not apply to people under 26 years of age, on the first tax bracket. It is worth checking the requirements related to the taxation of contracts of mandate on an ongoing basis, because the law changes very dynamically.

The contract of mandate can also be terminated. For this reason, it is worth including information on how to discontinue cooperation in such a document. In this case, however, the provisions on the notice period or the time of its submission do not have to be applied. In the event of termination of cooperation, the employer must settle accounts with the contractor in accordance with the terms and conditions contained in the contract, but also in accordance with applicable law.

In addition, the principal should provide appropriate conditions for the execution of the order. If the arrangements so require, he must also take care of safety if the contractor performs the order in conditions requiring compliance with health and safety. The same applies to hygienic working conditions.

Contract of mandate and temporary work

A contract of mandate is very often used in the case of temporary work. Why? It is characterized by greater flexibility than an employment contract and this speaks in its favor. Unlike traditional employment, a contract of mandate does not impose strict norms regarding working hours or place, which allows you to adjust the time and manner in which the task will be completed.

Temporary work is employment only for a specific, usually short time. It can also be based on a contract of mandate. This type of document is applicable both in the case of permanent work that meets certain conditions, as well as employment only for a short period, for example in the summer season. LeasingTeam helps both in searching for candidates for temporary positions and in drafting contracts. This is a great convenience for employers, who are often looking for many employees, e.g. for seasonal tasks.

Rights and obligations of an employee under a contract of mandate

As we mentioned earlier, a contract of mandate offers a lot of flexibility, but on the other hand, it carries some restrictions in terms of employee rights. A contractor who undertakes to perform work is obliged to:

An employee employed under a contract of mandate also has certain rights that result from this form of cooperation, and these include:

Benefits of hiring on a contract of mandate

It is time to present the benefits of employment on a contract of mandate. We have already mentioned flexibility many times, but there are a few more advantages.

For entrepreneurs

Contracts of mandate are also not subject to the provisions of the Labor Code, which means less formalities for the principal. The situation is the opposite in the case of an employment contract.

Hiring an employee under a contract of mandate very often means lower costs incurred by the principal. These include, among others, lower costs related to social and health insurance.

The ability to quickly end cooperation is very important for both parties. In the case of termination of cooperation, the principal may do so with a shorter notice period than in the case of an employment contract.

A contract of mandate allows you to hire specialists for specific tasks within specific projects. There is no denying that this solution is beneficial for the employer.

For employees

In the case of employees, there are a bit more benefits and they include:

A contract of mandate is one of the popular forms of employment in Poland, especially used in the case of temporary, casual or seasonal work. It is subject to the provisions of the Civil Code, which distinguishes it from a traditional employment contract, which is regulated by the Labor Code. Its flexibility gives you the freedom to perform tasks, organize your time and place of work. In the process of temporary employment, various types of recruitment take place.

Replacement work is a more common phenomenon in Poland than it might seem. In many companies, the number of jobs is rather constant, and they are occupied by employees who have been associated with the company for a long time. There are situations in which one of them cannot perform his duties for some time. In the short term, they can be taken over by other employees, but when the absence drags on for months or even years, you should use a permanent solution.

It is a replacement employee. This form of employment is provided for, among others, by the Labour Code, although in practice replacement work can take place on various terms. In addition to the employment contract, other forms of employment, including civil law contracts, are also possible. A very interesting solution is a replacement employee made available by a temporary employment agency as part of employee leasing. Contrary to appearances, the agency’s support does not only apply to seasonal work and lower-level positions. What should you know about replacement work?

Replacement work – a fairly common phenomenon

Replacement work is a form of employment that is very popular. Both among companies and those who are looking for a job. This work is carried out in order to replace an absent full-time employee. More importantly, it has a lot of advantages. It combines, among other things, flexibility, variety of tasks and the possibility of professional development, which is caused by relatively quick access to employment.

A replacement employee is useful in various situations. The most classic is, of course, maternity leave of a person employed under an employment contract, who, for obvious reasons, cannot perform their duties and a replacement is required.

However, there are more reasons why valued professionals that an employer wants to keep with them for a longer period of time are out of the company for a while. These include, among others, chronic diseases or convalescence after accidents. It happens that the family situation or life plans force the employee to temporarily resign from the full-time job. Some also suffer from burnout and need a longer break, which they use for travel and other forms of reset. Some employers, appreciating the merits of their employees, can help them in such a situation.

Replacement employee – possibility of employment on the basis of a replacement contract

A typical solution under which a replacement employee appears in a company is a replacement employment contract. This form of employment is provided for in the Labour Code and in practice does not differ much from other employment contracts. It is temporary, so it is signed for a definite period of time. A newly hired person does not have to take over all the responsibilities of the current employee, but their scope of duties should not be increased either. The employer incurs exactly the same costs under this contract as in the case of a standard employment contract. The obligations of both parties are also identical. A replacement contract may be terminated when, according to its contents, the employment relationship expires, i.e. terminates, or on the date of the return of the full-time employee. An important difference is that a replacement employee is not protected due to pregnancy, and during pregnancy the contract with the pregnant employee may be terminated on the aforementioned terms.

Replacement employee – other forms of employment acceptable

A replacement employee under an employment contract does not pose a particular risk from the employer’s point of view. On the other hand, the employer bears the costs on this account. If a replacement employee cannot perform the full range of duties of the replaced person for various reasons, for example due to lack of experience or insufficient qualifications, the situation is unfavorable for the employer. However, the issue of representation can be solved in a different way, for example through a civil law contract, most often a contract of mandate. Formally, it is not related to the absence of a full-time employee, but it is a tool to at least partially fill the gap left by the person employed so far.

An equally popular solution is employment under a contract for specific work. In the case of a contract for specific work, we are talking about a specific project or report that must be carried out by the contractor. Concluding a contract for specific work reduces costs and lasts until the performance of the work specified in the contract. No less popular form is freelancing. The replaced employee is often a freelancer who is an independent contractor who can deliver a specific project or provide a service as part of a b2b order or cooperation.

We cannot forget about a fixed-term employment contract. This is the most classic form of replacement employment, which is concluded only for the time of the employee’s absence and ends on the date of the return of the replaced employee. A fixed-term employment contract cannot last longer than 33 months. After this time, it automatically transforms into an employment contract for an indefinite period.

Replacement contract, is it worth it?

For an employer, replacing with a fixed-term contract involves many aspects that they must seriously consider before making a hiring decision. Here are some of the advantages:

Are there any disadvantages to a replacement contract? Of course, but there are far fewer of them than advantages. A substituted employee has more employment rights than a substitute employee. A new person may need time to adjust to the new workplace, which can be a little persistent. There may also be a need for training, which will be unavoidable in the case of more complex roles that a new hire will have to perform.

In some situations, replacement employment may mean higher costs – if the employee has high expectations as to the amount of remuneration. The risk of turnover is also a threat, which in the long run can have a negative impact on the team.

Replacement worker from a temporary employment agency

Currently, employers looking for a replacement are willing to decide on one more solution. It is to use the support of a temporary employment agency. Agencies are wrongly associated only with the recruitment of lower-level seasonal workers. The agency has a database of employees with various qualifications, so it can also provide valuable support in the case of replacement. In addition, such a solution has a number of benefits for the employer.

It is also worth noting that the employment agency plays a very important role in the process of hiring the replaced employee. It is the employer who reports the need for a temporary worker, and the employment agency tries to respond to this need by finding suitable people who will be able to meet the requirements of a temporary employer.

How to effectively introduce a replacement employee to the team?

Introducing a replacement employee to a new team is a key process in the entire project. Good onboarding has a positive effect on work efficiency and integration within the team. So how to prepare for the onboarding of a new employee? Here are some tips:

  1. Prepare all the necessary documentation and develop a detailed onboarding plan (implementation plan), along with details about responsibilities, goals, training schedule and meetings.
  2. Get to know the employee with the team and assign them a mentor who will support them and help them acclimatize to the new place.
  3. Explain your responsibilities and expectations in detail. Also, conduct all appropriate training that will allow the new employee to understand the procedures and processes taking place in the company.
  4. Communicate regularly with the new person to discuss progress and give them feedback on their work. Also, encourage new employees to ask questions frequently.
  5. Monitor your work progress, evaluate your effectiveness, but don’t forget about emotional support and proper motivation. First, set goals, and then check how the employee is progressing. Remember to keep in mind that a new employee can work under a lot of stress. Be open to their needs and support them in difficult moments.
  6. Effective introduction of a replacement employee to the team requires proper preparation, transparency in communication and regular assessment of progress. Therefore, there is no denying that a well-organized onboarding process will not only make it easier for the employee to adapt, but also have a positive impact on the atmosphere in the team and the efficiency of their work.

Reduced employment costs and employer convenience

Employee leasing, as the service is called, is very convenient from the point of view of an employer looking for a replacement employee. Firstly, recruitment is quick and efficient. It is run by specialists, which reduces the risk that it ended up with the employment of the wrong person. The agency has its own candidates, for whom temporary work is not a problem, so they have a sufficiently high motivation, even if they perform their duties as a substitute. The employer also reduces the costs associated with employment. HR and payroll services for a temporary employee and other formalities are the responsibility of the agency. At the same time, the expenses are tax-deductible for the employer. That is why employee leasing is a service that is definitely worth considering when looking for a suitable replacement for an employee who has been absent for a long time.

The process of recruiting employees is often a challenge both due to the need to check the competences of candidates and the costs associated with it. Its course is greatly influenced not only by the specificity of the company and the position, but also by the type of recruitment process. In this article, you will learn what types of employee recruitment are different and what are the characteristics of each of them. We also provide tips that will help reduce the costs associated with hiring new people.

Internal and external types of employee recruitment

Employee recruitment is a key process of human resources management in a company. During the recruitment process, potential candidates for the so-called vacancies are acquired and selected. There are two main types of recruitment, and these include permanent internal recruitment and external recruitment.

One of the most popular divisions in the context of recruitment is the one concerning the source of acquiring candidates. If the search for the perfect person for a given position is done by using the human resources of a given company, i.e. promotions are given to people already employed, we are talking about internal recruitment. If the search is conducted outside the organization, e.g. through employee portals or social media such as LinkedIn, we speak of external recruitment.

Low costs of internal recruitment

Internal recruitment is associated with relatively low costs, due to the lack of need to look for a person on the labor market, and the use of current employee resources. What’s more, promoting a current employee is motivating for both them and other team members. Employees, seeing that their efforts bring results, are more willing to engage in their tasks, duties and the life of the company. The downside, however, is that usually after one person is promoted, a gap is created in their current position, which sooner or later will have to be filled by external recruitment. Moving employees between positions is therefore not a perfect method to fill staff shortages.

External recruitment, i.e. a wider room for manoeuvre

External recruitment is the process of hiring employees from outside the company. This solution offers a number of benefits and opportunities that you, as an owner, director, or HR professional, can take advantage of to make your business flourish and reach its full potential.

External recruitment is associated with relatively high costs. It is necessary to devote time and resources to searching for candidates and interviewing them. Publishing a job advertisement or using the services of external recruitment companies also involves costs. However, external recruitment is irreplaceable in a situation where you are looking for “new blood” to join the team, someone with new ideas or a specialist ready to take over existing projects.

What’s more, external recruitment allows you to reach many candidates, e.g. through social media. More choice means access to a larger pool of talent who can bring refreshment to the job and even bring new insights to the company’s processes.

External recruitment also introduces diversity, which is very much needed in the team. As a result, the level of creativity among employees increases, they make better decisions, which results in more effective solving of various problems.

External methods of recruiting employees also have a positive impact on building the brand image. Employer branding depicts a company as an attractive workplace where you can develop. This is how talented people are attracted.

The most popular methods of external employee recruitment

The types of employee recruitment and the division into internal and external definitely do not exhaust the topic of recruitment. The right specialists, as well as prospective talents, can be sought on the market in various ways. There are several most popular methods of external recruitment, which can be found most often in modern companies. Some of them require more activity and are more expensive, others are rather passive, but each has its advantages and disadvantages.

Recruitment through a job advertisement

Among external types of recruitment, this method is still the most popular solution. By posting a well-prepared job advertisement on a general or industry-related recruitment portal, you can quickly gain access to an unlimited database of potential candidates who are actively looking for a new job or want to change employers. Internet portals and social media are ideal places to look for employees.

Direct search

This type of recruitment works on completely different principles, because the search takes place among passive candidates, i.e. those who, at least theoretically, are not looking for a new job at the moment. The method is particularly popular in relation to candidates for the highest specialist positions, who have impressive achievements.

Recruitment through recommendations

Some companies use another type of external recruitment based on the recommendations of existing employees. Recruitment through recommendations is largely based on mutual trust, and candidates are usually highly motivated. Very often, the so-called bonuses for referrals are also used, which, of course, motivates employees to take an active part in the recruitment process.

Networking

Participation in conferences, job fairs or webinars is an ideal opportunity to establish contacts with potential candidates. Recruitment can be carried out in various ways, and although the first contact with a new person, during such occasions, will not be an official interview, you can really get a lot out of such a conversation.

Recruitment through the “career” tab

Many companies have a special “career” tab on their website. This type of recruitment combines active and passive methods. The subpage is a suitable place to publish current advertisements regarding ongoing recruitment, but often also allows potential candidates to leave their CV for future recruitment. Thanks to this solution, candidates can learn more about the company itself and submit an application for a selected job position directly on the website.

Participation in job fairs

Another type of external recruitment is the company’s participation in job fairs. Such activity is primarily an element of empoyer branding, i.e. creating a positive image of the company as an employer, which is to result in attracting attractive candidates in the future. Job fairs are also used to identify young talents at the end of their education. At the same time, job fairs can be used to search for candidates who will take part in the current recruitment processes.

Passive candidate databases

Many companies decide to create databases in which previously sent CVs are collected, which are then used in the recruitment and selection process. The candidate database is a simple but also effective solution, because it allows you to quickly select optimal candidates for vacant positions.

Cooperation with universities

Many companies also use cooperation with universities to build future staff and identify talents entering the labor market. Candidates for individual positions can start working with the employer even before completing their education, for example as part of apprenticeships and internships, which benefits both parties. Then, the most talented take up positions in the company starting their careers, and the advantage of such a solution is the shortened time of introducing a new employee to the specifics of the organization and responsibilities.

Cooperation with the Labour Office

Currently, this method is used rather by companies looking for employees for lower-level positions. This is due to the fact that specialists relatively rarely look for employment through this institution.

External recruitment as part of outsourcing

For blue-collar or lower-level employees, instead of using recruiters, it’s better to outsource the entire hiring and offer process. Temporary work, due to its characteristics, usually does not have to be provided by people with specific competences, so it is much easier and faster to find employees for it. In the case of hiring seasonal workers, outsourcing recruitment may also be a better solution. Especially when it comes to recruiting IT staff.

Narrow and broad types of employee recruitment

Recruitment processes can also be divided according to who can provide given services to the employer. If the group of people who can take up employment is small, we speak of narrow recruitment. In the case of searching for candidates for positions that do not require specific qualifications or competences, we speak of broad recruitment.

Narrow recruitment requires a much longer search and more resources. If the employer wants people with specific qualifications to receive an offer, they should use a professional recruitment company. Such recruitment focuses on specific competences, requires the use of specialized channels (specialized job portals, industry forums), covers a smaller number of candidates, but also offers high quality candidates.

The greater the requirements, min. regarding education and experience, the greater the chance that it will be necessary to actively search for an employee (i.e. to contact people who meet certain conditions on their own), e.g. through contact via LinkedIn.

Broad recruitment has a wider reach and allows you to use multiple recruitment channels. Extensive recruitment attracts a large group of employees from different backgrounds and with different skills, which does not exclude the possibility that there are no talented people in this group. A higher number of candidates means a better chance of finding a well-qualified person.

Explicit and implicit types of employee recruitment

A popular division is also the one taking into account how the employer’s offer is displayed. If it is distributed using popular portals (including those where foreign employees are recruited) or on the company’s website, we speak of open recruitment. However, if the whole process takes place “quietly” only by e-mail or phone contact with interesting candidates, and the offer has not been publicly published at all (or without indicating what place of work it concerns), we speak of classified recruitment.

Open and classified recruitment – advantages of both solutions

Both models have their advantages and disadvantages. Open recruitment is less expensive, but less suitable candidates respond to it, so the whole search process can get messy. This is due to the fact that a wide range is used here. On the other hand, open recruitment builds trust among candidates, who see that the company is open and does not hide its activities. Open recruitment attracts many candidates, which, as in previous cases, gives you the opportunity to hire someone really talented.

Classified recruitment is often more expensive, but the probability of quickly hiring the perfect candidate in their case is much higher. Conducting classified recruitment can be particularly problematic, especially if you don’t have an internal HR department or head-hunters. It requires a lot of experience, so in such a situation it is best to trust an experienced external company, e.g. the LeasingTeam employment agency, which will find and present you with the most advantageous candidates for the position your company is looking for.

Alternatives to Recruiting Employees

When discussing the types of recruitment, it is worth mentioning the alternatives to looking for new permanent employees. Recruitment and subsequent selection of candidates are not always the optimal solution, especially when the demand for employees is potentially temporary. How can a company solve the problem of labor shortages without conducting traditional recruitment?

Overtime

In some companies, employees are willing to accept overtime in exchange for additional pay that is higher than the standard wage. In the short and medium term, this solution may be more cost-effective than individual types of recruitment, as it leads to savings. The company does not have to bear the costs of recruiting new employees, training or onboarding them. In the long run, overtime may not be enough due to the potential for employee fatigue and higher salaries.

Civil law contracts

New employees who are unlikely to be associated with the company for a longer period of time can be employed for a certain period of time under civil law contracts. This is associated with slightly lower costs, but also with fewer obligations of the employer towards the employee employed under a contract of mandate or a contract for specific work.

Employee leasing

Employee leasing is becoming an increasingly popular alternative to individual types of recruitment. In this case, the employees are not employed on a permanent basis, but provided by a specialized employment agency in which they remain employed. From the employer’s point of view, this is a significant cost saving and a very flexible solution. Employee leasing, contrary to appearances, applies not only to temporary work and lower positions, but also to specialists, a good example of which is the IT industry.

Recruitment of employees is a key process in human resource management. It is divided into external and internal recruitment. Each option offers a different use case that can be used to meet the needs of your business. This process can also be classified into narrow (focusing on specific competences) and broad (with a wider scope of search), as well as open (cheaper, trust-building) and implicit (more expensive, but with a greater chance of finding the perfect candidate quickly).

Working for a certain period of time, i.e. temporary employment, is a very popular solution in Poland, especially in industries characterized by seasonality, such as agriculture, tourism or retail. In these sectors, the need for more workers only occurs at certain times, such as harvest season, holiday or holiday season.

More and more often companies from various industries decide to hire temporary workers to carry out specific undertakings, projects or in the event of sudden increases in demand for work, e.g. when their own processing capacity is insufficient. Employers also use temporary employment when there is a need to replace full-time employees on longer holidays or sick leaves. Regulations related to this type of employment can be found in the Temporary Work Act 2003. What are the main assumptions of the act and what else is worth knowing about this method of employment?

What is temporary work?

Temporary work is a form of employment that is based on hiring temporary workers for a certain period of time. It is usually carried out by a temporary employment agency, which takes care of all the required formalities in this area.

A temporary employment contract is concluded for a short period of time, which can range from a few days to several months. Of course, the employment can be extended. It all depends on the individual needs of the employer.

Temporary work focuses on flexibility, both for employers, who quickly find the necessary replacements, and for employees, who cannot complain about the lack of variety of orders.

It is the temporary employment agency that hires a temporary worker, whom it selects in the recruitment process, and then assigns him or her to work for the employer.

The employee is employed by the agency

The Act on Temporary Work explains how unusual this form of employment is. The entity that employs a temporary worker is a temporary employment agency, which signs an appropriate contract with him. Then, the employee can be delegated to work for employers who use the employee leasing service. The Temporary Employment Act provides that the employment relationship may be based on an employment contract, but also on a contract of mandate.

Employment through a temporary employment agency means great flexibility. The employer receives quick access to very well-qualified employees, and they, in turn, can take advantage of the multitude of offers and choose one that will have a good impact on their professional experience. A temporary worker can be hired in a variety of roles, allowing them to develop their skills and expand their CV.

Employer’s obligations according to the Temporary Employment Act

The Temporary Work Act contains provisions that are aimed at protecting the employee’s interests. An employer who uses the services of an agency has obligations towards the employees employed. The Temporary Work Act specifies, among other things:

The law specifies that a temporary worker cannot be employed on less favourable terms, and in the event of a conflict, he or she can assert his or her rights under the provisions of the Labour Code.

The employer’s obligations also include:

Compliance with these obligations is aimed at protecting the temporary worker and ensuring the proper functioning of the labour market.

Temporary Work Act – the possibility of working only for 18 months

The Temporary Work Act also contains regulations on the time during which one temporary worker may perform duties for a specific employer. The duration of their performance may not exceed 18 months in a period of 36 months. This means that after this time, the employer cannot re-employ the same employee under a temporary employment contract, unless there is a break in employment.

However, there are exceptions to this provision. The Temporary Work Act allows for the employment of an employee for a period of up to 36 months, provided that he or she is assigned to perform the tasks of an absent employee or there is a need to perform seasonal or ad hoc work. So it is a classic replacement job.

If the employer intends to resume employment of an employee after 18 months, he must apply an appropriate break beforehand. The duration of this break is not specified precisely, but should be at least 3 months.

The limit of temporary work does not apply only when the type of contract signed or the scope of duties changes. Therefore, the 18-month limit ceases to apply to an employee who, for example, switches to an employment contract.

The Act aims to prevent the abuse of temporary work and in particular to protect the rights of employees. A temporary worker should therefore have better employment conditions and the possibility of professional stability in the long term.

What are the minimum wage requirements for temporary workers?

The minimum wage requirements for a temporary worker are set out in the provisions of the labour law, including the Act on the Employment of Temporary Workers and the Labour Code.

A temporary worker should receive a salary not lower than that of a person employed directly in the same position. This means that the remuneration must be equal to that received by permanent employees, because both groups perform the same work in the same way.

The remuneration of a temporary worker cannot be lower than the applicable national minimum wage. From 1 July 2024, the minimum wage is PLN 4300 gross per month, and the minimum hourly rate is PLN 28.10 gross for people employed under civil law contracts, including contracts of mandate.

If the company is entitled to additional bonuses or allowances for overtime, night work, holidays, etc., a temporary worker has the same rights to them as an employee employed under an employment contract.

A temporary worker is entitled to annual leave pay, which is also calculated on the basis of the salary received in a given position.

Temporary Employment Act – work only in selected positions

Temporary work cannot be used in every position and in all circumstances. The Temporary Employment Act also regulates this issue. A temporary worker may be employed:

Step by step – what does the process of recruiting temporary employees look like?

The whole process should start with determining the current employment needs. Their identification will allow for a better assessment of the situation. It is also important to determine the duties and tasks that will be assigned to the temporary worker.

The second step is usually market research to find a temporary employment agency with extensive experience in the industry and a good reputation. Also remember to compare offers, commissions, and availability of employees. Also, compare the quality of the services provided before the final signing of the contract.

At a later stage, the temporary employment agency is provided with the exact requirements regarding the skills and qualifications to be possessed by the hired person. At this stage, it is also worth preparing a training program that will quickly introduce new employees to work in your company.

It is the temporary employment agency that recruits using the previously provided criteria, and then selects candidates and conducts preliminary interviews. The employer can participate in this process by selecting candidates according to their preferences. After the selection, it is the agency that finalizes the employment.

The next stages are hiring and presenting a contract and introducing the employee to the company, i.e. familiarizing them with the team, health and safety rules, tasks and procedures in the company.

Monitoring and evaluating the employee is also important throughout the process. Efficiency and quality of the tasks provided is key here. Especially when the cooperation ends. Then you can assess the effects and summarize the cooperation as a whole.

At the very end, you can only draw conclusions that may prove important if you decide to hire a temporary worker again in the future. Identifying strengths and areas for improvement can bear fruit in the future.

Temporary Employment Act – this form of employment is not always possible

The Temporary Work Act also contains provisions specifying the conditions under which work cannot be resumed. One of the situations referred to in the regulations is particularly dangerous work. Particularly dangerous work, on the other hand, is defined by the regulation of the Minister of Labour and Social Policy. This group includes some construction and demolition works, work with the use of hazardous materials, or in some confined spaces.

In addition, a temporary worker cannot replace an employee who is currently participating in a strike. A temporary employee may also not work as a security guard if the performance of his duties requires arming with firearms or certain items intended for incapacitation.

Temporary Employment Act – a form of work that is profitable for the employer

It is no coincidence that a large group of employers commonly use this form of employment. There are industries, such as construction, agriculture, gastronomy, horticulture or tourism, where the need for additional employees exists only during the season. Therefore, it is obviously not profitable for the company to maintain permanent positions in positions that are needed only for a few months a year. The temporary employment agency then helps to immediately find suitable employees, and this form of employment is flexible, so it is very beneficial for the employer.

Employment flexibility

Employment under a temporary employment contract allows you to adapt the recruitment process to the needs of the company. Employers can quickly adjust the number of employees, which often changes very dynamically. Especially during periods of seasonal work, increased production or when demand for the product increases.

Lower recruitment costs

Further savings are related to the reduction of employee recruitment costs. The employer would have to run it from scratch, heavily burdening its own HR department and wasting a lot of time on recruitment. An experienced temporary employment agency has a database of suitably qualified and well-motivated employees. This is not a permanent recruitment, so it is fast.

Low risk when hiring temporary workers

An employment contract means many obligations related to long-term employment. If an employee does not perform their work or does not meet expectations, their employment can be terminated very quickly and another candidate can be hired in their place.

Employee testing

Temporary work gives an opportunity to both the temporary worker and the employer, who has time to assess skills and match the employee to the team. The candidate, on the other hand, has the opportunity to show his best side.

Focus on key issues

Hiring a temporary employee allows you to focus on key issues in the company. Less important tasks go to the hands of a temporary worker, and the more important and demanding ones go to full-time employees, who can fully focus on the task entrusted to them.

HR and payroll services on the part of a qualified agency

Another benefit is the savings resulting from the fact that the temporary worker is de facto employed by an employment agency. For this reason, it is the employment agency that deals with HR and payroll services for its employees and other formalities. The employer only bears the costs related to remuneration and the creation of working conditions.

Temporary work and social security – key information

Temporary work, like other forms of employment, is associated with insurance obligations for both the employer and the temporary worker.

A temporary worker, employed under a temporary employment contract, is obligatorily subject to social insurance, which includes:

These contributions are paid by the temporary employment agency, which is the formal employer.

In the case of employment under a contract of mandate as part of temporary work, sickness insurance is voluntary.

Temporary workers are also subject to compulsory health insurance, which means that they have the right to use medical care financed by the National Health Fund (NFZ).

In the case of civil law contracts, such as a contract of mandate, the insurance obligation depends on whether the person works under other employment contracts. In a situation where the contract of mandate is the only source of income, the employee is subject to full social insurance, including health insurance.

A temporary employment agency, as an employer of record, is responsible for registering a temporary worker with the Social Insurance Institution (ZUS) and paying the appropriate contributions.

Temporary workers are therefore entitled to social security on the same terms as permanent employees.

After the September flood, a state of natural disaster was declared in 749 towns and cities in Poland. A great clean-up and counting of losses is underway. The flood has caused multidimensional difficulties that affect the daily functioning of both employees and employers. This requires mutual understanding, flexibility and cooperation from both parties in order to minimize the negative effects and return to normality as soon as possible. What rights does an employee have during a flood? What are the employer’s obligations? We present the most important information and changes resulting primarily from the provisions amending the Act of 16 September 2011 on special solutions related to removing the effects of flooding.

Rights and obligations of a worker affected by flooding

Flood situation as a basis for justifying absence from work

Pursuant to § 1 of the Regulation of the Ministry of Labour and Social Policy of 15 May 1996 on the method of justifying absence from work and granting employees leave from work (Journal of Laws of 2014.11.24), the reasons justifying the employee’s absence from work are, m.in,

A flood situation is therefore the basis for justifying absence from work when the flood prevents the employee from reaching the workplace, e.g. due to flooding of roads or traffic disruptions. However, it is important that the employee immediately informs the employer about his or her situation.

For the time of excused absence due to flooding, the employee is entitled to an appropriate part of the minimum wage, determined on the basis of separate regulations, for a period not longer than 10 working days resulting from his or her working time schedule (Article 8(2) of the Act of 16 September 2011 on special solutions related to removing the effects of flooding, Journal of Laws of 2024, item 654). However, this provision does not apply to employees whose entitlement to remuneration for the period of excused absence from work due to flooding or to another form of compensation for lost remuneration on this account results from separate regulations.

Leave from work due to force majeure

According to Art. 148 (1). In the event of inability to perform work due to force majeure, the employee has the right to be off work for 2 days or 16 hours (applies to full-time employees; for a part-time employee, the time off is determined in proportion to the number of hours of work). For such absence from work, the employee receives a salary of 50%.

Leave from work is granted in urgent matters, e.g. family matters caused by illness or accident, if the immediate presence of the employee is necessary. Force majeure is an extraordinary, external event that could not have been predicted, but also impossible to prevent. This means that we cannot predict such an absence in advance.

The employer is obliged to grant the leave if the employee submits an application no later than on the day of taking the leave, provided that the conditions have been met. An application for exemption due to force majeure can be submitted in writing and electronically, or even by SMS. This is justified by the nature of the absence, which cannot be predicted.

Leave on demand for employees affected by flooding and additional leave for those struggling with the effects of flooding

According to Art. 167(2) of the Labour Code, the employee is entitled to 4 days of leave on demand in a calendar year. The amended Flood Act of 2024 increases the number of days of leave on demand by 4 days (i.e. a total of 8 days of leave on demand) for employees living in the flood area, to be used by the end of December 2024. The employee should report the leave no later than on the day it begins. Leave on demand is part of annual leave, so it is included in the total amount of leave to which the employee is entitled.

The employee has the opportunity to take a day off immediately. However, an employer may refuse to grant an employee leave on demand due to special circumstances that make the employee’s presence at work necessary for his or her exceptional interest to be protected. Leave on demand is part of annual leave and is subject to the same rules; Therefore, it is granted at the employee’s request with the employer’s consent. An employee cannot start leave on demand until the employer grants it. If it was not possible to submit the request before the start of the leave, the employee should complete the leave request, in the manner adopted in the given workplace, on the first day after returning from leave on demand.

In addition, employees whose home has been damaged by the recent flooding are entitled to 20 days of paid time off work, with 100% pay. The remuneration for this time can be partially covered by the Guaranteed Employee Benefits Fund. In order to obtain such support, the employer should submit an application through the provincial labour office competent for the place of business.

Childcare in the event of school, kindergarten or nursery closure

In accordance with the provisions of the Act on cash benefits from social insurance in the event of illness and maternity (Journal of Laws 2023.0.2780), when a nursery, kindergarten or school is closed unforeseen, an employee with sickness insurance is entitled to a care allowance for a child up to 8 years of age. In order to obtain an additional care allowance, the employee submits to the employer a statement on the unforeseen closure of the facility and an application for payment of the allowance on form Z-15. The childcare allowance is granted for each day of caring for a child in the amount of 80% of the basis for calculating the sickness benefit.

Leave – childcare under Article 188 of the Labour Code

This leave is available to every employee who brings up at least one child up to 14 years of age, regardless of the length of service and working time. The right to the exemption is granted until the youngest of the employee’s children turns 14. If both parents are employed, one of them can exercise the right. It is also possible for parents to divide and take advantage of each one day. Along with the application, the employee should submit to the employer a statement of no intention to use the sick leave by the other parent. The length of the leave from work for childcare is 16 hours or 2 days in a calendar year and is independent of the number of children meeting the age criterion and is cared for by the employee.

Additional rights of employees

At the employee’s request, the company may grant a leave of absence from work to deal with personal matters. According to Art. 151 § 21 of the Labour Code, the employee should work off such a leave from work, and the time worked off is not overtime.

The employer may also grant unpaid leave to the employee at the employee’s written request (Article 174 of the Labour Code).

Compensation during downtime during flooding

If the workplace is not functioning, the employer is obliged to pay remuneration for the downtime, even if the employee does not perform work during this time. According to Art. 81 of the Labour Code, an employee is entitled to remuneration for the time of non-performance of work, if he was ready to perform it and was hindered for reasons related to the employer.

The remuneration is due in the amount resulting from the employee’s personal classification, determined by an hourly or monthly rate (i.e. most often the basic salary). If such a component of remuneration has not been distinguished when determining the terms of remuneration (e.g. when an employee is paid on a piecework or commission basis), he or she is entitled to 60% of the remuneration. However, this salary cannot be lower than the minimum wage for work, which currently amounts to PLN 4300 gross.

Flood and changes in labour law

Pursuant to the special act (Journal of Laws, item 1473), an employee who cannot return to full-time work after a flood has the right to request a reduction in working time to a maximum of half time, and the employer (except in exceptional situations) cannot refuse to do so.

In addition, an employee affected by flooding cannot be posted outside the place of residence and ordered to work overtime.

It is also worth remembering that the provisions of the Labour Code provide that, for m.in period of the state of emergency and for the period of the next 3 months after its cancellation, the employer may issue an order to perform remote work, provided that the employee submits a statement in paper or electronic form immediately before issuing the order that he or she has the premises and technical conditions to perform remote work. It is worth noting that the employer has the right to revoke the remote work order at least two days in advance if the situation in the workplace improves.

Employee allowances for people affected by flooding

Employers can significantly help their employees affected by a natural disaster. This applies primarily to those employers who create a special fund for social assistance – the Company Social Benefits Fund (ZFŚS), which can be used to provide comprehensive assistance as part of social activities. In accordance with the regulations (Article 21(1)(26) of the Personal Income Tax Act), allowances received in the event of individual fortuitous events, natural disasters, long-term illness or death are exempt from income tax:

If the employer has not established the Company Social Benefits Fund and wants to support employees during the flood, it can pay the allowances from current assets.

Rights and obligations of employers during floods

Employee safety during floods

According to Art. 207 §§ 1 and 2 of the Labour Code, the employer is obliged to ensure safe working conditions, even in emergency situations, such as flooding. Employers should inform employees about all possible hazards, regularly monitor working conditions, assess risks and take appropriate measures, e.g. provide appropriate personal protective equipment if work in the plant is possible despite flooding. These activities are part of broader obligations under occupational health and safety (OHS) regulations.

Temporary assignment of other work during floods

The amended Act on special solutions related to the removal of the effects of flooding additionally provides that the employer may entrust the employee with the performance of work other than that resulting from the employment contract (i.e. change the scope of duties) if it is necessary in connection with the removal of the effects of flooding at this employer. In such a case, the employee retains the right to the previous remuneration, calculated in accordance with the rules applicable to the calculation of remuneration for the time of annual leave.

It is worth mentioning that no maximum period of such entrustment has been introduced, nor has there been a stipulation that the entrusted work should correspond to the employee’s qualifications. A temporary change in the scope of duties may apply not only to manual workers, but also, for example, to administrative employees.

Suspension of periodic examination obligations and longer deadline for periodic OHS training

The amended Act on special solutions related to the removal of flood effects (Journal of Laws, item 1473) suspends the obligations in the field of periodic inspections. The Act clearly specifies that after the end of the period specified in the regulations issued on the basis of Article 1(2), the employer and the employee are obliged to immediately resume the performance of the suspended duties referred to in paragraph 1 and perform them within a period not longer than 30 days from the date of the end of this period.

If there is no access to a physician authorized to conduct an initial or follow-up examination, such an examination may be carried out by another physician and an appropriate medical certificate may be issued (it expires after 30 days from the end of the period specified in the regulations). A medical certificate issued by another doctor is included in the employee’s personal file.

In the case of employees living in the flooded area, it is also allowed to conduct initial training in the field of occupational health and safety entirely via electronic means of communication (e-learning), with the exception of on-the-job training. The deadline for periodic OHS training has been extended to the 30th day from the date of expiry of the current regulations.

Financial support for employers

An employer who, as a result of a flood, has temporarily ceased to perform business activity or has serious financial problems, may apply for an interest-free loan from the Guaranteed Employee Benefits Fund (Article 23(1) of the Journal of Laws 2024.0.654). The funds obtained from this source can be used to pay salaries to employees and cover due social security contributions.

An employer who has maintained employment despite the destruction of part of the plant may apply for reimbursement of costs for maintaining current jobs. Such an application can be submitted to the labour office. Importantly, if due to the flood he does not pay the premiums on time, he will avoid penalties and interest. The relevant application must be submitted to the labor office by 31.12.2024.

In addition, entrepreneurs who suffered losses as a result of flooding will receive support in the amount of PLN 16,000 for each employee registered for insurance with the Social Insurance Institution (ZUS) or the equivalent of 75% of the average monthly income earned a year earlier. People running a sole proprietorship, seasonal activity, as well as employers can benefit from help.

Obligations of an employer employing Territorial Defence Forces soldiers and volunteer firefighters

In the context of the Homeland Defence Act, employers employing soldiers of the Territorial Defence Forces must take into account that soldiers may be called up to duty immediately. A similar situation applies to members of the Volunteer Fire Brigade (OSP). Pursuant to § 11 of the Regulation of the Ministry of Labour and Social Policy of 15 May 1996, the employer is obliged to release from work an employee who is a member of the Voluntary Fire Service – for the time necessary to participate in rescue operations and to perform duty (combating natural disasters and eliminating their effects) and for rest necessary after their completion, as well as – in the amount not exceeding a total of 6 days during a calendar year – for firefighting training. No remuneration is due for the time of the above sick leaves. If the employee takes the leave from work referred to above, the employer issues a certificate specifying the amount of lost remuneration for the time of such leave in order for the employee to obtain financial compensation from the competent authority.

Emergencies, such as flooding, require flexibility and cooperation between employer and employees. It is important to comply with the applicable law and to inform each other about the possibilities and limitations resulting from the situation. If in doubt, it is worth consulting the labour inspectorate or a lawyer specializing in labor law.

The National Labour Inspectorate has launched a special hotline for employees and employers from flooded areas, where experts provide answers to questions related to labour law in the context of the situation caused by the flood. The hotline is open from Monday to Friday from 9.00 a.m. to 3.00 p.m. at (22) 391 83 70.

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HR and payroll management in a company is a complicated process, carried out by an independent department in the company’s structure. In many cases, however, it is more advantageous to use outsourcing, i.e. outsourcing the management of HR and payroll processes to another entity. In this article, you will learn about the advantages of HR and payroll services provided by an external company. We will also point out its disadvantages so that everyone can decide for themselves what will work best in their case

What exactly is HR and payroll service?

HR and payroll outsourcing has recently been breaking through to the mainstream and is becoming an inseparable element of many modern enterprises in Poland. Running a medium or large company with a larger number of employees involves the need to complete many formalities and manage extensive documentation. After all, every employee must have a contract on the basis of which the salary will be paid. Someone has to calculate holidays and keep records of working hours.

What is more, the HR and payroll department also deals with calculating the amount of social security contributions and income tax advances for each employee. In the case of smaller enterprises, it is not enough to hire one person for this type of duties. It is not uncommon to have to build an entire department that will manage formalities related to employees on an ongoing basis, especially when employees are offered, for example, temporary work, employment on a B2B basis or based on a managerial contract.

HR and payroll outsourcing allows companies to focus on the most important areas of their business by handing over processes to partners. In such a case, the staff service and salary calculation are handled by external specialists, and not by the internal department, which can therefore focus on other activities.

This type of solution is very popular in very large enterprises, which are characterized by complex and complicated structures that are subject to various regulations. This does not mean that smaller companies cannot use outsourcing.

Business process outsourcing – how much does it cost?

Each valuation of HR and payroll services is carried out individually. The final cost is influenced by the scope of issues, needs and expectations of the client, but also by the specifics of the company that decides on such cooperation.

When looking for a new business partner, pay attention to the range of services they offer. Cost is of course important, but even more important are the activities that are part of the entire process.

Sometimes a low price results in a narrow range of services, and additional important tasks will most likely be paid extra in such a situation. A low price can also mean low quality of service or no guarantee that the activities will be effective. In our opinion, this is not a game worth the candle, and such cooperation can be really very risky.

So how do you choose the right company? First of all, you need to estimate what costs your company currently incurs for HR and payroll services. We know that the employer does not always know exactly what the real expenses related to this are, and this applies to many departments. However, this information is essential. The costs of running a department include not only salaries for employees, but also workplace equipment, access to appropriate technologies and programs to help conduct HR and payroll activities.

What services does HR and payroll outsourcing include?

People dealing with such responsible tasks should have appropriate knowledge and education, especially in the field of accounting and labor law. After all, they are often responsible for providing information about employment conditions and answering questions from the hired people. Any mistake or oversight can have serious legal and financial consequences. To ensure that their activities do not cause problems for the company, it is extremely important that employees of this department regularly refresh their knowledge, e.g. during courses and training provided and paid for by the company.

An outsourcing company deals with the same issues, but it serves more than one company and has many HR and payroll specialists with appropriate education and regular updates of their knowledge. It is not uncommon for outsourcing companies to be additionally audited by external specialists to be able to provide the best quality services.

HR and payroll outsourcing includes all tasks resulting from HR and payroll services. Professional companies with extensive experience offer comprehensive services for tasks such as:

Often, HR and payroll outsourcing also means providing services such as ECP services, assistance in organizing health and safety training, or conducting recruitment processes for new employees from A to Z.

Advantages of outsourcing HR and payroll services

Outsourcing is a solution that has many advantages, which is why companies from almost all industries decide on it. It eliminates the need to have an HR and payroll department in the company’s structure, thanks to which the employer’s costs are reduced. There is no need to recruit HR and payroll specialists, which also naturally reduces costs. There are also no expenses related to the payment of courses or training for employees of the financial department, as well as specialized computer programs.

By entrusting the outsourcing company with the custody of documentation, the owner can also recover the time that he has so far put into controlling documentation and archiving. Responsibility for formal matters rests with the external entity. Companies of this type regularly present reports on their activities and prepare reports, thanks to which it is easier for business managers to control the financial situation.

What is more, HR and payroll outsourcing is an opportunity to use the services of the best consultants and specialists, without having to pay their time “exclusively”. In addition, your company is guaranteed “smooth operation”, because a specialized external company employs many employees, even if several of them take a vacation, it will not interfere in any way with the operation of your company in the HR and payroll area.

Reducing operating costs is not everything. HR outsourcing can result in greater processing capacity of current employees, who can focus on their normal tasks. Outsourcing companies specializing in a given field have extensive experience, which allows us to believe that they will do their job in a professional manner.

The use of external resources and the knowledge of specialists will increase the awareness of the company’s employees. An external company and its wide range of services will enable the development of standards that are normally developed over many years.

Greater efficiency is another advantage of outsourcing. We have already mentioned that outsourcing specialized tasks will allow your employees to focus on their most important tasks. The introduction of outsourcing also means optimization of the functioning of the entire company. The use of specialist knowledge will certainly contribute to the development of the entire company and its efficiency.

Other advantages of HR and payroll outsourcing:

Disadvantages of outsourcing HR and payroll services

Despite numerous advantages, outsourcing is not without its drawbacks. The biggest one is that the company becomes partially dependent on an external entity. In the case of terminating cooperation, it will be more difficult to introduce people to the company’s affairs than if you had your own department. The disadvantage of outsourcing is also that with the termination of cooperation, access to specialized staff is lost. In addition, some companies dealing with HR and payroll services may also inflate rates for the services provided, which makes it more profitable to create your own department in the company.

However, all these disadvantages are related to the potential termination of cooperation or finding a dishonest company, and not to the outsourcing itself. However, when choosing a trusted partner to whom you want to entrust an important task, which is HR and payroll services, the business owner has nothing to fear.

Business process outsourcing is also a desire to reduce costs, which can be a trap for the company. The desire to cut costs to the limit can affect the quality of the services received. When choosing a partner to work with, be guided not only by the price, but also by the knowledge and experience they can offer. A wrong approach to process outsourcing can quickly overshadow the benefits of such a solution.

Keep in mind that delegating some tasks to external companies may result in less control over the processes that will take place without your participation. There is no denying that this is a kind of threat resulting from outsourcing services. Therefore, the choice of an outsourcing company must be well thought out.

You also have to take into account that the beginning of cooperation can be a bit chaotic, and the lack of knowledge in some topics on the part of external companies is nothing exceptional. Some processes in your company may be unclear, and various misunderstandings may arise in connection with them. These, however, will be clarified during the talks.

Summary

When deciding to delegate some processes, remember to do a good research on the market. Knowing the pros and cons of outsourcing, you know that there are many more benefits of such a solution. Before making a decision, analyze each pros and cons again so that the choice is fully justified.

The upcoming holidays are a good time for those looking for additional income. Experts assure that there will be no shortage of seasonal job offers and you can earn quite well. Even if we have no experience. Low-skilled workers are needed mainly in tourism and agriculture. Pupils and students can count on an average of PLN 27 gross, and in our western neighbours the rates are nearly 3 times higher. How much can you earn on seasonal work and what to pay attention to when deciding to go abroad?

Holidays are a time that allows us to regenerate and break away from reality. However, not everyone associates them only with blissful relaxation on the beach, visiting exotic places or mountain trips. Young people, especially students, are increasingly using their free time from academic classes to gain an additional injection of cash. “Seasonal work is an ideal solution for students, people who want to earn their first money, as well as for those who are just entering the professional market, gaining their first experience ,” says Anna Kotasińska, Head of the Recruitment Team at LeasingTeam Group.

During the season, Polish employers are mainly looking for people for work related to the harvesting of vegetables and fruits, the flower industry, gastronomy and the hotel industry (maids, waiters/waitresses) and for inventory work. On the other hand, our western neighbours lack workforce in the hotel and catering industry, but also in the warehouse and food industry. These classes do not require much experience and are willingly performed by pupils or students.

How much can you earn on seasonal work?

Rates in the catering, hotel and agricultural industries are similar. Performing these jobs in Poland, we can earn an average of PLN 27 gross per hour. In Germany, we can count on 13-14 euros gross, which is about 60 zlotys. According to the calculations of the LeasingTeam employment agency, a seasonal worker in Germany, with an 8-hour day in the period from June to September, can earn EUR 8,992 gross, i.e. about EUR 40,000 in terms of our currency. PLN. gross.

“If you decide to work seasonally in Germany, you can expect to earn 13-14 euros gross per hour. An advantage is the possibility of working a large number of hours, especially in the catering and hotel industry, which has a direct impact on the employee’s gross monthly salary, which oscillates between 2200 – 2400 euros – lists Anna Kotasińska, Head of the Recruitment Team at LeasingTeam Group.

Without a doubt, the upcoming holidays are a good time for those looking for additional income. Especially for pupils and students up to 26 years of age, who are in the privileged situation of receiving a gross take-home amount when working on a contract of mandate.

“In the case of pupils and students up to 26 years of age, a contract of mandate will be the most advantageous form of employment, precisely because of the tax exemption. However, when it comes to the issue of contributions, the amount of insurance or the right to leave, it is worth considering employment on the basis of a temporary employment contract – explains Victoria Wochnik, HR coordinator at LeasingTeam Group, specializing in recruitment for jobs in Germany.

Seasonal work abroad – what to pay attention to?

When making a decision to go abroad, we must first carefully read all the terms and conditions of employment. The answers to most of the questions can be found in the contract, which we should read very carefully. If you have any doubts, don’t be afraid to turn to someone who knows better. In the case of cooperation with a temporary employment agency, a dedicated coordinator will be the right person. Experts emphasize that when analyzing the contract, it is worth taking a special look at several important aspects. One of them is notice periods.

“The basis for taking up any paid job is a meticulous study of the terms and conditions of employment. However, in the case of short-term trips abroad, we should pay special attention to the provisions regarding the costs and conditions of accommodation. If the form of employment is a temporary employment contract, remember that there are rigid notice periods. This means that the employee will not be able to resign from work overnight – explains Anna Kotasińska, Head of the Recruitment Team at LeasingTeam Group.

When analyzing offers, it also does not hurt to consult friends who have experience in seasonal work. It is also worth checking the reviews about the employer on the Internet, but keep in mind that not all of them are always fully reliable.

Directly or through an agency?

The need to be independent or develop organizational skills means that young people often look for work abroad on their own. This has its advantages, but also disadvantages. On the one hand, it allows for greater flexibility and the ability to explore different sources of employment, including local classifieds. On the other hand, organizing a trip on your own always carries a certain amount of risk, requires perseverance and a lot of time. This will certainly save us from working with a temporary employment agency. However, the most important advantage of such a solution is the care of a dedicated coordinator who will take care of formal issues and ensure that legal liability is secured for both the candidate and the employer.

– A temporary employment agency has a really wide range of offers, easily matching them to the candidate’s needs. We take care of all formalities and handle matters remotely to save as much of the employee’s time as possible. He also gets constant access to a coordinator who directly contacts the employer and deals with all necessary matters related to employment. We also provide fully equipped accommodation and in many cases also transport. Importantly, we do not take the costs of housing from the employee’s salary – says Victoria Wochnik, HR Coordinator at LeasingTeam Group.

Seasonal work is not only a chance to earn extra money. For many young people, it is a great opportunity to increase motivation, get to know people, develop interpersonal skills and gain new perspectives. They will come back with a baggage of valuable experience and skills that will certainly bear fruit in their future professional work.

Seasonal work for everyone: Where to look for offers without experience requirements?

At this point, you need to ask yourself two specific questions. How do I find a holiday job? And, how can I find a job without the required work experience?

First of all, it is worth checking local advertising portals. It is on them that entrepreneurs very often place job advertisements. At this point, we must warn people who are looking for seasonal work abroad. First of all, pay attention to whether the advertisement includes the name of the company, place of work or the resulting responsibilities.

Many advertisements on social networks can be an attempt at fraud. If you are not sure about the advertisement you are browsing, look for information about the employer on the Internet. You may be able to find an opinion about it, which will make it easier to decide whether to send your CV.

Are you looking for a job, but don’t know what to choose? We have a simple solution for this. Contact the nearest temporary employment agency, e.g. LeasingTeam. With the help of experienced people, your job search will be easier, safer and probably faster than looking for employment on your own. If there is no LeasingTeam agency in your area, you can go to the District Employment Office, for example.

The most popular industries during the holidays are agriculture, tourism, hospitality, retail, gastronomy and construction. Very often, the PUP has job offers that you can take up immediately.

You must be at least 18 years old to do holiday work. In many cases, employers decide not to hire a person under 18 years of age, because it is associated with many formal requirements. The most popular group are pupils and students, who are then bound by a contract of mandate.

How to write a CV for a seasonal job without experience?

You have to remember that holiday work in a sense is like temporary work. Of course, taking up such a job will help you gain professional experience, but in most cases it will simply be physical work. Popular activities include helping with fruit picking, distributing leaflets, kitchen help, or helping on the construction site. Each of these jobs requires a lot of willingness and stamina.

Such jobs are characterized by low requirements, so writing a decent CV should not be a problem at all. In this case, a cover letter, for example, may be a better solution. You need to know that during a holiday job, the most important thing is the willingness itself. During the job interview, emphasize your motivation to act. It is possible that the employer will not require your CV from you. Nevertheless, it is worth having them with you.

You can include previous jobs on your resume. If you have no experience, focus on describing your education and skills. Perhaps you have completed a student internship? If so, put them on your resume. You can also describe your career goals. Explain why you want to get a job in a holiday job and how it relates to your plans for the future. Don’t forget about your interests and hobbies. Soft skills and specialist skills are also important.

Advantages of seasonal work: What benefits can you get?

We have reached the point where you already know how to search for job offers and how to write a resume without any previous experience. Do you still have doubts about working during the holidays? Let us dispel them.

Seasonal work allows you to gain professional experience. Therefore, it is recommended for young people who want to gain practice. Seasonal work allows you to learn about various fields, but also develops manual skills to a large extent.

Seasonal work is an excellent opportunity to develop soft skills, including communication, through working with clients, teamwork, which occurs in many seasonal jobs, but also managing your own time, combining private life with work for the first time.

For many young people, summer work is primarily a step towards financial independence. The first entry into the labor market is motivated by earning money for their own expenses. Very often, the first money earned is spent on financing education, developing hobbies, savings and travel.

If you want to find your dream job – bet on building a network of contacts. Working for holidays is a chance to get recommendations and the so-called networking, i.e. meeting people who can help you find future employment or internship.

Seasonal work teaches responsibility for duties, flexibility, coping with various situations and work culture (rules prevailing in a specific workplace).

The holiday period is a time when you can earn money, but also become a more independent and confident person. Make the most of this period!

Which industries most often hire seasonal workers with no experience?

There are a few professions in which experience is not required and these are not necessarily strictly seasonal jobs. Many students decide to work in a call center, as a copywriter, babysitter, receptionist, or tutor.

Popular jobs without the required experience are farm work, i.e. helping with harvesting, digging and harvesting fruit. We can also add gardening work, construction activities and positions in the tourism, catering and recreational industries to this list. Especially in tourist destinations and large holiday resorts.

The highest-paid holiday jobs are:

In similar industries , employees from the east are recruited. In their case, however, a work permit is important, which is issued by the authorities designated by the state. To employ such employees, you also need all the necessary documents that enable you to function on the Polish labor market. Employees from abroad most often work in agricultural crops and animal husbandry and breeding, as well as accommodation and catering services.