In the case of employment for a trial period, the terms of notice are as follows: ■          three working days – if the trial period does not exceed two weeks; ■          one week – if the trial period exceeds two weeks; and. How are works council representatives chosen/appointed? The rights of works councils overlap with the rights of trade unions, but even then an employer who employs at least 50 workers is obliged to establish a works council. *Free Flight + Hotel amendments available on selected holidays. The employment period covers education. Provisions of employment contracts may not be less advantageous to the employee than provisions of binding laws (such as the Polish Labour Code) and the employer’s internal labour regulations, in particular work regulations, wage regulations and collective labour agreements. If there is a trade union representing the employee, it must be notified by the employer in writing about the intention to terminate the employee’s indefinite-term employment contract with notice. This leave can be split into no more than four parts, cannot be shorter than eight weeks and can also be taken by both parents at the same time. Is consent from a third party required before an employer can dismiss? 1.1        What are the main sources of employment law? 1.5        Are any minimum employment terms and conditions set down by law that employers have to observe? For example, if you travel to Krakow Poland in January, the Philharmonic performs a year-opening concert. Situated in a quiet area of Cracow, the hotel is an ideal destination for couples on a romantic escapade, families and business travellers. The transfer itself cannot constitute grounds for termination of an employment relationship by an employer. Appeal courts rule on such appeals (depending on the region of Poland) in about six months to one year. 3.6        What remedies are available to employees in successful discrimination claims? The Inspectorate may conduct an inspection and impose a fine on the employer who is responsible for discrimination. A female employee receives an allowance paid by the Social Insurance Institution (ZUS). On a Krakow city break, you can mingle with friendly locals at the markets, before catching live music in a cosy cellar bar. There is no such obligation. For check in after 8:30pm, there will be a surcharge of €15 and a charge of €25 after 12am. 6.7        What claims can an employee bring if he or she is dismissed? Overview of holidays and many observances in Poland during the year 2020 ■          37 weeks – five or more children at birth. The personal data protection rules also apply to job candidates and former employees. Each case and its circumstances should be reviewed individually. It boasts an indoor swimming pool, a sauna, a jacuzzi and massage rooms. Can an employer transfer employee data freely to other countries? ■          two weeks – if the trial period is three months. In what circumstances is an employee treated as being dismissed? Under the Polish Labour Code, an employer may require a job candidate/employee to provide specific information only and may require them to provide additional information if necessary to exercise special rights to which the employee is entitled under labour law. 8.3        Are employers entitled to carry out pre-employment checks on prospective employees (such as criminal record checks)? 7.4        How are restrictive covenants enforced? An employer who does not perform its obligations, i.e., stops paying compensation, may be sued by the employee before a labour court. 6.9        Does an employer have any additional obligations if it is dismissing a number of employees at the same time? Leave of up to six weeks can be used prior to the expected date of childbirth. A collective agreement of the previous employer continues to apply to the transferred employees for one year from the transfer, unless otherwise stated in the separate regulations. The employer must also provide the employee with additional written information about certain general conditions of work such as the length of the working day and week, the frequency and method of remuneration payments, the length of annual leave, any collective agreements governing the employee’s conditions of night-time work, methods of confirming arrival at work and justification of absences from work. The consent of the trade union is required only in the case of employees with special protection against dismissal (trade union board members). In companies in which there is both a works council and a trade union, the role of the works council is often marginal. 2.3        Are there any rules governing a trade union’s right to take industrial action?

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