Poland
Registration procedures and residence permits
- EU/EEA/Swiss nationals may enter Poland on a valid travel document or other valid ID confirming their nationality. Family members of EU/EEA/Swiss nationals who are not nationals of those countries may enter Poland on a valid travel document and visa, if required.
- EU/EEA/Swiss nationals and their family members who are not nationals of those countries are required to register at their place of permanent residence or temporary residence of over three months within 30 days of arriving at that place. Registration at a particular dwelling is solely for record-keeping purposes and is intended to confirm that the person concerned resides there. To meet the registration requirement, it is necessary to register with the competent authority of the relevant municipality.
- Where an EU/EEA/Swiss national remains in Poland for more than three months, he/she is required to register his/her stay, and any family member who is not an EU/EEA/Swiss national is required to obtain aresidence card for an EU citizen’s family member, which is issued for a period of five years. Where the expected duration of residence in the Republic of Poland of an EU citizen who is being joined by a family member or with whom he/she is living is less than five years, this document is valid for the expected duration of the residence of the EU citizen. Applications should be submitted in person to the regional governor competent for the place of residence of the EU citizen, no later than three months after the date of arrival. The regional governor issues EU/EEA/Swiss nationals with aresidence registration certificate. There is no charge for issuing a residence registration certificate of an EU family member or for a residence card for an EU national family member.
- After five years’ continuous residence in Poland, an EU/EEA/Swiss national acquires a right of permanent residence. A family member acquires a right of permanent residence after five years’ continuous residence in Poland with an EU/EEA/Swiss national. The regional governor competent for the place of residence issues an EU/EEA/Swiss national who has acquired the right of permanent residence with a document confirming the right of permanent residence where he/she so requests. An EU/EEA/Swiss national’s family member who is not a national of those States is required to apply to the regional governorin person for a permanent residence card for an EU citizen’s family member before the residence card expires. There is no charge for issuing documents confirming the right to permanent residence or a permanent residence card of an EU national family member.
Kinds of employment
An employment contract may be concluded with a person aged 18 and over. Persons aged 16-18 (young persons) may also be hired.
The basic form of employment is an employment contract which may be for an indefinite period, a fixed term or the time taken to perform a particular job. Any of these agreements can be preceded by an employment contract for a probationary period of not more than three months. Full-time employment contracts of indefinite duration are normally concluded in Poland. However, increasing use has recently been made of fixed-term employment contracts. Only two contracts may be concluded between the same persons, where the interval between the termination of the previous and the conclusion of the subsequent contract has not been greater than one month. Concluding another (third) contract between those parties is the equivalent in law to concluding a temporary contract. Fixed-term contracts concluded in relation to seasonal work or to cover for absences are not subject to such restrictions.
Other types of non-standard forms of employment include:
1. part-time employment, which may not involve work and pay conditions less favourable than the same or similar type of work on a full-time basis;
2. temporary work – an employee is employed by a temporary employment agency on a contract solely for the purposes of working on a temporary basis for and under the direction of another trader, known as a ‘user employer’. Temporary work may include work of a seasonal, periodical, short-term or ad hoc nature, or to replace absent staff of the user employer;
3. teleworking is a type of work which can be regularly performed outside the workplace using electronic means of communication within the meaning of the provisions governing the supply of services by electronic means. A job may constitute teleworking from the time it commences, or teleworking may be introduced later on in the course of employment. Both of these options involve adopting teleworking voluntarily. The legislation governing teleworking contains guarantees for employees in terms of equal treatment and non-discrimination as a consequence of accepting or refusing teleworking.
Source: https://ec.europa.eu/eures/main.jsp?catId=8118&acro=living&lang=en&parentId=7758&countryId=PL&living=
Source: https://ec.europa.eu/eures/main.jsp?catId=8250&acro=living&lang=en&parentId=7791&countryId=PL&living=