Starting May 1, 2026, Poland will broaden the definition of work experience to include contracts, self-employment, and even some foreign work, impacting vacation time and bonuses.
Changes to Work History Calculation from May 1st
New rules for calculating work history in the private sector come into effect on May 1, 2026. Vacation time, seniority bonuses, and jubilee awards will now consider not only traditional employment but also contracts, self-employment, and some work experience abroad.
This change will result in more vacation days and potentially higher earnings for many employees.
Who Benefits Most?
Individuals who have worked for years on non-traditional contracts, such as civil law agreements or as self-employed individuals, will benefit the most from the new regulations. However, proper documentation of these periods will be crucial.
Key Dates and Implementation
The new regulations regarding the inclusion of various forms of professional activity in work history have been in effect since 2026, but their application has been delayed for employers outside the public sector. For private companies, the key date is May 1, 2026.
Impact on HR Departments
From May 1, 2026, HR departments can no longer solely focus on traditional employment contracts when determining work history. They must consider other forms of professional activity, provided the employee provides adequate documentation. This will finally translate years of actual work into concrete employee benefits for many.
What Counts Towards Work History?
The biggest change is the expansion of the catalog of periods that can increase work history, including professional activity that previously did not have the same effect as traditional employment.
Calculating Additional Vacation Days
The most noticeable effect of this change concerns vacation time. Employees with less than 10 years of work history are entitled to 20 days of vacation, while those with 10 or more years receive 26 days.
Employees who previously had less than 10 years of work history but, after including contracts, self-employment, or other qualifying periods, exceed this threshold may be eligible for an additional 6 days of vacation.
Impact on Existing Employees
Employees who already have more than 10 years of work history will not gain additional vacation days, but the new rules may affect their seniority bonuses, jubilee awards, and other benefits dependent on length of employment.
Why Documentation is Crucial
The changes will not happen automatically. Simply stating that one previously ran a business or worked on a contract is not enough for the employer to recalculate work history.
Providing appropriate documentation, primarily from the ZUS (Social Insurance Institution), is essential. Only then can the HR department correctly account for previous periods of professional activity when calculating vacation time and other benefits.
Beyond Vacation: Other Benefits
While the focus is often on the potential for 6 additional days of vacation, the change is broader. Work history is also relevant to other employee benefits.
Depending on the place of employment and applicable regulations, this could include higher monthly wages, faster progression to the next level of benefits, or access to benefits previously considered years away.
Potential Pitfalls and Errors
The new regulations are beneficial, but they do not allow for double-counting of the same periods. If different forms of professional activity overlapped, they will not be counted twice.
It’s important to avoid disappointment by accurately calculating new work history, understanding that not every form of work will increase it to the fullest extent.
What Employers Need to Know
For private companies, May 2026 means not only a change in regulations but also a practical obligation to streamline HR policies. Employers must prepare for employee inquiries, document analysis, and potential adjustments to vacation time, seniority bonuses, and other benefits.
This may lead to increased employment costs, but it also clarifies the situation for individuals who have gained professional experience outside of traditional employment and have not seen it reflected in their employee benefits.
