Understanding the Contract of Mandate in Poland: A Detailed Guide

What is a Mandate Agreement in Poland?

A mandate contract (Umowa Zlecenie) is a civil law contract. It is regulated by the Polish Civil Code, not the Labour Code. This agreement is often used for flexible or temporary work in Poland. It is popular in cities like Warsaw. The contract does not create a permanent employment relationship between employer and employee.

How a Mandate Contract Differs from an Employment Contract

The mandate agreement has important differences compared to a standard employment contract. These differences affect your rights and obligations.

• Nature of work: A mandate contract focuses on completing specific tasks. An employment contract ensures ongoing work under the Labour Code.
• Working time: Mandate agreements provide flexible working time. Employment contracts specify working hours and overtime conditions.
• Social insurance: The mandate contract includes basic social insurance contributions. Employment contracts provide full social benefits.
• Termination: Mandate agreements allow easy termination. Employment contracts require notice periods and sometimes severance.

Social Insurance, Contributions, and Salary

Understanding insurance and salary under a mandate contract is essential. This protects you as a contractor or employee.

• Social insurance contributions: Employers must pay basic contributions to ZUS. These include health, pension, and sometimes accident insurance.
• Salary and wage: The contract must specify your salary or hourly wage. It must meet Poland’s minimum wage requirements.
• Payment terms: The agreement should specify when and how you are paid. This prevents misunderstandings about remuneration.

Working Time, miniumum Wage, and Remuneration

Working time and payment are flexible under a mandate contract. They depend on what the contract specifies.

• Working time: There is no fixed working time unless specified. This offers flexibility for people working on projects.
• Remuneration: You can be paid per task, hour, or month. The employer is obliged to pay the agreed amount.
• Since 2017, Polish law has required that persons working under a mandate agreement receive at least a minimum hourly wage. This regulation protects workers against unfairly low pay. In 2025, the minimum gross hourly wage for a mandate contract is PLN 30.50. This rate applies from January 1 to December 31, 2025. There will be no mid-year adjustment. The employer (principal) is obliged to ensure this rate is paid for every hour worked. The contract must specify how work hours are recorded.

Termination and Contract Expiry

It is important to know how a mandate contract can end. This affects your job security.

• Termination by parties: Either party can end the contract easily. Notice periods depend on the agreement.
• Important reason: Immediate termination is possible for important reasons. This is regulated by the civil law.
• Expiry of contract: The contract expires when work is completed. The termination date must be clear in the agreement.

Advantages and Disadvantages of the Mandate Agreement

Mandate agreements offer both benefits and risks. Foreign workers should weigh them carefully.

Advantages:

• Flexibility: Mandate contracts allow flexible work and time management. This suits students and freelancers.
• Legal work: They enable legal employment in Poland. This helps with access to healthcare and insurance.
• Experience: Working on such contracts helps build skills and contacts. This is useful when seeking full-time employment.

Disadvantages:

• Limited protections: Mandate contracts offer fewer protections. Paid leave and sick pay are not guaranteed.
• Job security: The contract can end at any time. This means less security compared to employment contracts.
• Risk of exploitation: Employers may misuse flexibility. Clear contract terms protect your rights and wage.

What to Check Before Signing a Mandate Contract

Before signing, check the contract carefully. This protects your salary and employment conditions.

• Scope of work: Ensure duties and place of work are clear. This prevents disputes about tasks or location.
• Remuneration: Confirm salary, wage, and payment terms. Ensure they meet legal minimums and are fair.
• Social insurance: Check that the employer pays all contributions. This includes health, pension, and accident insurance.
• Termination terms: Make sure the notice period and expiry terms are specified. This secures your rights.

Final Thoughts about civil law contract

The mandate contract is common in employment in Poland, especially for short-term or flexible work. It offers flexibility but fewer benefits than full-time employment contracts under the Labour Code. Always review your agreement. If unsure, contact unions helping refugees, legal advisors, or labor organizations.