Planning policy

Care for children aged up to 3 years

Staff providing care to children aged up to 3 years (childminders, day-care providers and nannies) are not classified as teachers in the legislation. 

The Minister of Family, Labour and Social Policy and the local government authorities at the level of the commune (the lowest-level local government unit) are responsible for childcare planning policy. However, the planning policy does not address staff; it focuses on the development of institutional childcare (crèches, kids’ clubs, day-care providers), and, in particular, on the establishment of new childcare places and the improvement of the quality of services at existing institutions (see the objective of increasing participation rates in early childhood education and care in Chapter 1.2 ‘Lifelong learning strategy’). 

Preschool education and school education

The minister in charge of school education is responsible for teaching staff policies for the school education sector (teacher recruitment, promotion and salaries). 

The monitoring of teaching staff at the national level is based on the School Education Information System (System Informacji Oświatowej, SIO) (Act of 15 April 2011 on the School Education Information System / ustawa o systemie informacji oświatowej z dnia 15 kwietnia 2011 r.). The SIO database is administered by the minister in charge of school education, and data are provided by, among others, local government units and the ministers supervising specific types of schools and other types of institutions within the school education system.

A systematic analysis of SIO data enables the education authorities, for example, to identify and forecast long-term changes in the teacher employment structure (forward planning), forecast demand for new teachers and rationally plan the work of teachers currently in service. Ongoing monitoring is necessary for the drafting of the annual Budgetary Act and the distribution of the school education part of the State budget subsidy, which is based on, among other things, data on teaching staff. 

In addition to personal data, the SIO gathers the following data in the teaching staff data set: 

• completed teacher training; 

• qualifications for teaching; 

• length of service, including the work in the teaching profession; 

• type and mode of employment;

• positions held and functions performed;

• types of classes taught and other duties, and the related workload; 

• reasons behind non-conducting classes;

• professional promotion grades held by a teacher, and data relating to the award of the higher grade;

• level of salary;

• completed qualification courses and types of continuing professional development activities. 

 

Entry to the profession

Care  for children aged up to 3 years

Pursuant to the Act of 4 February 2011 on the Care for Children aged up to 3 Years, as subsequently amended (ustawa z dnia 4 lutego 2011 r. o opiece nad dziećmi w wieku do lat 3, z późn. zm.), local government units and public institutions which administer crèches and kids’ clubs employ childminders through an open competition, with calls for applications published in the relevant media. Other entities (natural persons, legal persons and organisational units without legal personality) which administer crèches and kids’ clubs recruit childminders in accordance with their internal regulations.

Childminders in public crèches and kids’ clubs have the status of local government employees, and the conditions of service of childcare staff in non-public institution are governed by the generally applicable Act of 26 June 1974, The Labour Code, as subsequently amended (ustawa z dnia 26 czerwca 1974 r. Kodeks pracy, z późn. zm.)

Pursuant to the afore-mentioned Act on the Care for Children, a person who is listed in the Register of Sexual Offenders or has been sentenced by a valid court judgment for any other intentional crime may not be a childminder. Candidates provide a certificate of no criminal record before starting work.

A day-care provider may be self-employed or employed by an entity identified in the legislation (a local government unit, public institution, natural person or organisational unit without legal personality). Like in the case of childminders, local government units and public institutions recruit day-care providers through an open competition, and other entities follow their internal regulations. 

To carry out their activities, day-care providers must be included in the register of day-care providers and entities employing day-care providers, which is kept by the mayor of a commune, town or city (the executive body of the commune, which is the lowest-level administrative unit). For details about the requirements for the inclusion in the register, see Approaches and methods for quality assurance in Chapter 10.1 ‘Quality assurance in early childhood and school education’. 

Like a childminder, a day-care provider is required to submit a certificate of no criminal record before starting work. 

A nanny is a natural person hired on an individual basis by parents, a lone parent or the guardian of the child. 

Preschool  education and school education

As stated in the Act of 26 January 1982, The Teachers’ Charter, as subsequently amended (ustawa z dnia 26 stycznia 1982 r. Karta Nauczyciela, z późn. zm.), the position of teacher may be taken up by a person who:

• has a higher education diploma (degree) and completed a teacher training programme or completed a programme in an initial teacher training institution (the type of institution existing earlier) and takes up a position for which (s)he has sufficient qualifications;

• respects fundamental ethical principles; and

• meets health requirements for practising the profession.

No criminal record is a requirement for all teachers. Before entering the employment relationship, a teacher submits to the head of a nursery school or school a certificate of no criminal record from the National Criminal Register. Additionally, educational institutions are required to check if a staff member is listed in the Register of Sexual Offenders. 

There are no detailed national regulations on staff policy in nursery schools or schools. All changes are based on a so-called organisational sheet, drawn up by the school head and approved by the body administering a given nursery school or school. 

Heads of public nursery schools and schools recruit teachers through an open competition. The head of a nursery school or school administered by a local government unit informs the Head of the Regional Education Authorities (REA) about vacancies for teachers, and the Head publishes vacancies on the REA website. Non-public nursery schools and schools adopt recruitment procedures in their internal regulations. 

Induction

Care for  children aged up to 3 years

The legislation does not provide for a specific induction phase for staff working with children up to 3 years. 

Preschool education  and school education

Pursuant to the Act of 26 January 1982, The Teachers’ Charter, as subsequently amended (ustawa z dnia 26 stycznia 1982 r. – Karta Nauczyciela, z poźn. zm.), an induction phase is compulsory for: 

• novice teachers (that is, teachers with no professional promotion grade) who have the required qualifications and have been employed for at least ½ of the compulsory teaching load; and

• teachers employed for at least ½ of the compulsory teaching load who have completed education at the required level, but have not completed a teacher training programme and have undertaken to complete it during the first year of work in a nursery school or school (such teachers are employed in specific cases where this is justified by the needs of a school). 

Induction is closely linked to the promotion of a teacher to the first professional grade and includes an element of performance appraisal.

Duration of the induction phase

In principle, the duration of an induction phase is 3 years and 9 months. It may be shortened to 2 years and 9 months for: 

• a teacher who holds a doctoral or postdoctoral degree; 

• a teacher who conducted classes in a school abroad before entering into an employment relationship in a school in Poland; 

• a teacher who, before entering into an employment relationship in a school, either worked as an academic teacher at a higher education institution for at least 3 years or has at least 5-years of work experience and significant professional achievements on the date of entering into the first employment relationship in a nursery school or school.

In the first two cases, a teacher who wishes to carry out a shorter induction programme should submit a relevant statement to the school head. In the third case, the induction phase can be shortened with the consent of the school head. 

Support from the mentor

During the induction phase, a teacher is supported by a mentor appointed, on a mandatory basis, by the school head from among appointed or chartered teachers (that is, teachers holding the first or second professional promotion grade). Mentors receive a function-related allowance in addition to their salary. 

As part of his/her responsibilities, the mentor: 

• supports the teacher in his/her work on an ongoing basis; 

• supports the teacher in choosing forms of continuing professional development; 

• shares his/her knowledge and experience with the teacher; 

• conducts classes to be observed by, and discusses with the teacher for at least 1 hour per month in the first year of the induction phase and at least 4 hours per month in each subsequent year of the induction phase; 

• observes classes conducted by the teacher for at least 1 hour per month in the first year of the induction phase and at least 4 hours per month in each subsequent year of the induction phase, and discusses them with the teacher; 

• inspires the teacher to take on challenging professional tasks.

Responsibilities of the teacher during the induction phase

Pursuant to the Regulation of the Minister of Education and Science of 6 September 2022 on the professional promotion grades awarded to teachers (Rozporządzenie Ministra Edukacji i Nauki z dnia 6 września 2022 r. w sprawie uzyskiwania stopni awansu zawodowego przez nauczycieli), a teacher carrying an induction programme: 

• learns about the organisation, tasks and organisational arrangements of the school; 

• teaches classes allocated to him/her and participates in educational, childcare and other statutory tasks of the school; 

• observes classes taught by the mentor; 

• improves his/her competence related to the assigned responsibilities; 

• conducts classes in the presence of staff identified in the legislation (see below);

• evaluates his/her performance and uses outcomes to improve his/her performance; 

• shares his/her knowledge with other teachers as part of internal continuing professional development in the school. 

Performance appraisal and evaluation of classes taught by the teacher during the induction phase

Pursuant to the Teachers’ Charter, the head of a nursery school or school assesses the performance of the teacher at least 8 months after the start of the induction phase, but not later than in the 11^th month of the induction phase, and in the final year of the induction phase. see Approaches and methods for quality assurance in Chapter 10.1 ‘Quality assurance in early childhood and school education’’. 

Before the first performance appraisal, the teacher conducts classes of at least 1 hour in the presence of:

• the school head;

• the mentor;

• a methodological adviser or a teacher-consultant, or a representative of the pedagogical supervision body (which, in most cases, is the Head of the Regional Education Authorities), or a chartered teacher (that is, a teacher holding the second professional promotion grade) who teaches the same subject or type of class in the same or another school; such an observer is appointed by the school head.

The school head determines the number of hours of classes to be observed, considering the needs of the teacher related to the improvement of practical skills. Persons observing the classes discuss them with the teacher.

In the final year of the induction phase, the teacher who has received at least a ‘good’ grade in a performance appraisal during this period, conducts classes of 1 hour in the presence of a committee set up by the school head and composed of:

• the school head as its chair;

• an expert who is selected from the register kept by the minister responsible for school education and holds a qualification in the area of Psychology or Education, including Special Education, or an appointed or chartered teacher holding the position of a school psychologist or special education teacher in the same or another school;

• a teacher-methodological adviser, teacher-consultant, representative of the pedagogical supervision body or a chartered teacher who teaches the same subject or type of class in the same or another school; and

• the teacher’s mentor. 

At the request of the teacher, a trade union representative can also participate as an observer in such a committee.

The committee gives a positive or negative opinion after a discussion on the classes conducted by the teacher and an interview with the teacher. 

At least a ‘good’ grade received in the performance appraisal and a positive opinion on the classes taught are two of the preconditions for the promotion of a novice teacher to the grade of appointed teacher (see ‘Promotion, advancement’ below).

The legislation describes in detail the arrangements for an additional induction phase and the conditions of further employment for teachers who received a negative opinion on the classes taught or a ‘negative’ grade in the performance appraisal. see Approaches and methods for quality assurance in Chapter 10.1 ‘Quality assurance in early childhood and school education’. 

Professional status

Care for children  aged up to 3 years

Childminders in public crèches and kids’ clubs are classified as local government employees. Their professional status is regulated by the Act of 21 November 2008 on Local Government Employees, as subsequently amended (ustawa z dnia 21 listopada 2008 r. o pracownikach samorządowych, z późn. zm.), and for matters which are not regulated in this Act, by the generally applicable Act of 26 June 1974, The Labour Code, as subsequently amended (ustawa z dnia 26 czerwca 1974 r. Kodeks pracy, z późn. zm.). Childminders in non-public institutions are subject to the Labour Code. 

Childminders in both public and non-public crèches and kids’ clubs can have a fixed-term employment contract or an indefinite employment contract. Pursuant to the Labour Code, an employer can conclude with an employee up to 3 fixed-term contracts for the total period of up to 33 months. 

A day-care provider may be self-employed or employed in a crèche or kids’ club. Crèches and kids’ clubs hire day-care providers on the basis of an employment contract in accordance with the Labour Code or a service contract in accordance with the generally applicable Act of 23 April 1964, The Civil Code, as subsequently amended (Ustawa z dnia 23 kwietnia 1964 r. - Kodeks cywilny, z późn. zm.)

A nanny is hired on a service contract (a so-called activation contract) in accordance with the Civil Code. This is a written agreement concluded between the child’s parents, lone parent or guardian.

The Social Insurance Institution (Zakład Ubezpieczeń Społecznych, a state national-level institution) pays social security and health insurance contributions for a nanny for the part of their salary that does not exceed 50% of the minimum basic pay; the remaining part of contributions is covered by the parent(s) or the guardian. 

Nannies can be hired under these terms only if both parents work (or the lone parent or the guardian works) and the child is aged up to 3 years (or up to 4 years only in exceptional cases specified in the legislation).

Preschool education and  school education

Key conditions of service for teachers are set out in the Act of 26 January 1982, The Teachers’ Charter, as subsequently amended (ustawa Karta Nauczyciela z dnia 26 stycznia 1982 r., z późn. zm.). The Charter covers aspects such as teachers’ duties; qualification requirements; promotion; the establishment, change and termination of an employment relationship; salary, awards and distinctions; holiday entitlements; financial support for professional development; disciplinary liability; and retirement and pension entitlements. Regulations of the minister in charge for school education lay down detailed arrangements. Provisions of the Labour Code apply to matters which are not regulated in the Teachers’ Charter. 

The Teachers’ Charter applies to teachers, tutors, educators and other teaching ('pedagogical’) staff working in nursery schools and alternative preschool education settings, schools, colleges of social work, various other school-education institutions (for example, continuing education centres, vocational training centres, sectoral skills centres, youth education centres) and in-service teacher training centres. Some provisions of the Charter also apply to teachers working in, for example, central government bodies, regional education authorities, the Central and Regional Examination Boards, and practical vocational training teachers working for other employers, and tutors and educators in the Voluntary Labour Corps. 

In performing their professional duties, all teachers covered by the Teachers’ Charter are entitled to protection provided to public officials, in accordance with the rules laid down in the Act of 6 June 1997, The Criminal Code (ustawa z dnia 6 czerwca 1997 – Kodeks karny). Thus, the body administering a given school and the head of the school are ex officio required to defend the teacher when the rights that (s)he has been granted are infringed.

The extent to which the provisions of the Teachers’ Charter apply to teachers of nursery schools, alternative preschool education settings, schools and other educational institutions depends on the type of institution and the basis / mode of employment of teachers. 

Teachers working in public nursery schools, schools and other public educational institutions of the school education system that are administered by local government units (LGUs) or central government bodies are subject to all provisions of the Teachers’ Charter. 

The following arrangements are in place for teachers working in public nursery schools and alternative preschool education settings, schools and educational institutions administered by other entities (natural persons and legal persons other than LGUs) and non-public nursery schools and alternative preschool education settings, schools and educational institutions: 

• regardless of the basis / mode of employment, all teachers are subject to the provisions of the Teachers’ Charter concerning qualification requirements, duties of a teacher, performance appraisal, expiry of the employment relationship by virtue of law, protection provided to public officials, and disciplinary liability; 

• teachers employed for at least ½ of the compulsory teaching load are subject to the provisions of the Teachers’ Charter concerning, for example, the induction phase, professional promotion, use of public funding for further education and professional development, and retirement entitlements in cases specified in the legislation; 

• teachers are not subject to the provisions of the Teachers’ Charter concerning the establishment of an employment relationship. 

Employment relationship/types of contract

Teachers can work in public nursery schools, alternative preschool education settings and schools that are administered by LGUs or central government bodies only under an employment relationship. Thus, they are employed on the basis of an employment contract or appointment in accordance with the Teachers’ Charter. 

The Teachers’ Charter sets a general rule whereby public nursery schools, alternative preschool education settings and schools administered by other entities (natural persons or legal persons other than LGUs) and non-public nursery schools, alternative preschool education settings and schools hire teachers on an employment contract, in accordance with the Act of 26 June 1974, The Labour Code, as subsequently amended (ustawa z dnia 26 czerwca 1974 r. Kodeks pracy, z późn. zm.)

The only exception concerns teachers conducting classes directly with pupils for a maximum of 4 hours per week, who may be hired on a different type of contract if the features specific to an employment relationship are not predominating in the legal relationship between the teacher and the institution hiring him/her. This could be, for example, a civil law contract concluded in accordance with Act of 23 April 1964, The Civil Code, as subsequently amended (Ustawa z dnia 23 kwietnia 1964 r. - Kodeks cywilny, z późn. zm.)

The arrangements described below apply to teachers working in public nursery schools, alternative preschool education settings and schools (jointly referred below to as schools) which are administered by LGUs or central government bodies. 

The head of a school establishes an employment relationship with a teacher, based on an employment contract or appointment, for a position corresponding to the qualifications and the professional promotion grade held by the teacher.

Employment contract

An employment contract can be concluded regardless of whether a teacher holds a professional promotion grade or what professional grade he/she holds. 

The head of a nursery school or school (hereafter jointly referred to as schools) concludes with a novice teacher (that is, a teacher who has no professional promotion grade) a fixed-term contract for one school year (or till the end of the school year if the contract is concluded during a school year). 

In specific cases where this is justified by the needs of a school, the head may conclude a fixed-term contract for one school year (or till the end of the school year if the contract is concluded during a school year) with a novice teacher who holds a qualification at the required level of education but has not completed a teacher training programme. In such a case, the teacher must undertake to complete a teacher training programme during the first year of work in the school. If the teacher fails to do so for reasons beyond his/her control, the head may conclude with him/her a contract for another school year. If, however, the teacher fails to complete a teacher training programme in the second year, the head does not conclude a contract with him/her for another school year. 

The head concludes an indefinite contract with a novice teacher who:

• holds the required qualifications;

• has worked in a school for at least 11 months; and

• has received at least a ‘good’ grade in a performance appraisal. 

The head may conclude a fixed-term contract for only 1 year if a teacher has the required qualifications and has worked in the school for at least 11 months but has not obtained:

• at least a ‘good’ grade in the performance appraisal or 

• the professional grade of appointed teacher (the first of the two professional promotion grades available to teachers) during the 6 years following the start of the induction phase. 

Such one-year contracts may be concluded more than once. 

Appointment

The appointment option is available only to teachers holding the professional promotion grade of appointed or chartered teacher (one of the two professional promotion grades available to teachers). Teachers holding either of the two grades are hired by appointment if they meet the following conditions: 

• have Polish citizenship, except that the requirement does not apply to nationals of the Member States of the European Union, the Swiss Confederation and the member states of the European Free Trade Agreement (EFTA) that are signatories to the European Economic Area (EEA) agreement;

• have full legal capacity and full civic rights;

• are not subject of criminal law proceedings for an intentional offence initiated by a public prosecutor or disciplinary proceedings;

• have not been convicted of an intentional offence or intentional tax offence by a valid court judgement;

• have not been punished with a disciplinary penalty during 3 years before establishing the employment relationship;

• hold qualifications required to take up a given position;

and if the school can employ the teacher for a full-time teaching load and for an indefinite term. 

Full-time employment for an indefinite term is a major benefit of appointment. This form of employment also has other advantages; for example, severance pay higher than that provided for in the generally applicable regulations for people on an employment contract in case the employment relationship is terminated due to the liquidation of the school; the teacher’s consent required for the reduction of the teaching load / mode of employment due to partial liquidation of the school or organisational changes which make it impossible for the teacher to keep a full-time job. 

Where an appointed or chartered teacher cannot be employed in a given school on a full-time basis and for an indefinite term, a part-time indefinite employment contract is concluded. 

Replacement measures

Care for children aged  up to 3 years

There are no specific regulations on replacement measures in institutions for children aged up to 3 years. Replacements are managed at the institutional level. 

Preschool education and school  education

A full-time teacher can be allocated extra hours for classes. A teacher can also be required to replace an absent teacher on a temporary basis. 

Extra class hours 

An extra class hour is an hour (45 minutes) of classes or other educational and/or childcare activities which is allocated to a teacher in addition to the compulsory weekly teaching load (the compulsory number of class hours per week), but which is within the 40-hour working time norm (for a 5-day working week). Extra class hours are not overtime hours, which are hours in excess of the 40-hour working time.

As stated in the Act of 26 January 1982, The Teachers’ Charter, as subsequently amended (ustawa z dnia 26 stycznia 1982 r. Karta Nauczyciela, z późn. zm.), a teacher is required to take extra class hours in specific cases arising from the needs of the nursery school or school. Extra class hours are allocated by the school head, after consultation with the school’s teaching council (composed of the head and all teachers), usually for a longer period such as a semester or school year. 

The upper limit for extra class hours to be taken by a teacher depends on his/her weekly teaching load. The total number of extra class hours allocated to a teacher may not exceed ¼ of his/her compulsory teaching load per week. As an exception, with his/her consent, a theoretical vocational subject teacher or a practical vocational training teacher can be allocated more extra class hours. 

Extra class hours can be allocated only with his/her consent if the teacher is pregnant or raises a child aged up to 4 years. 

Teachers are paid for extra class hours. The pay rate is based on the salary rate for the teacher, with an allowance for the working conditions added.

Temporary replacement hours

A temporary  replacement hour is an hour (45 minutes) of classes, educational and/or childcare activities which is allocated to a teacher replacing an absent teacher in addition to the compulsory weekly teaching load. Temporary replacement hours are allocated when due to the absence of a teacher, there is an urgent need to carry out the tasks of the school or only to look after pupils during a lesson.

Pursuant to an amendment to the Teachers’ Charter that came into effect on 1 September 2025, temporary replacement hours may not be allocated to a teacher for the time when he/she has timetabled classes, educational and/or childcare activities. This rule does not apply when for reasons attributable to the school the teacher would be unable to conduct timetabled classes or activities which are part of his/her compulsory weekly teaching load (for example, an excursion of the class in which the teacher has timetabled classes), or when he/she agrees to take replacement hours and the timetabled activities (for example, an appointment outside the school scheduled by the teacher) are not classes or other activities to be conducted directly with pupils. 

An absent teacher's duties can be assigned to a full- or part-time teacher already working in the same school or to an additional teacher specifically hired for replacement. The legislation does not set any limit for temporary replacement hours, but the limit for extra class hours (see above) applies to a full-time teacher already working in the school. The school head concludes a fixed-term employment contract, for the period of the replacement, with a newly hired teacher.

The pay for temporary replacement hours is based on the salary rate for the teacher, with an allowance for the working conditions added. A teacher does not receive additional pay if he/she takes replacement hours as part of his/her compulsory weekly teaching load (for example, if he/she does not conduct timetabled classes when the class goes on an excursion). 

Support measures

Care for children aged up  to 3 years

There are no national regulations on specific support measures. Childcare institutions employ, for example, medical staff (nurses and midwives), and staff can also be supported by volunteers; see Chapter 9.4 ‘Other education staff or staff working with schools’. 

Preschool  education  and school education

In addressing educational and learning problems and developing their skills to provide more effective support to pupils, teachers can receive support from teachers-psychologists, education counsellors, speech therapists, careers advisers and educational therapists in their nursery school or school (for details, see Chapter 9.3 ’Education staff responsible for guidance in early childhood and school education’) and teachers-methodological advisers and teachers-consultants (see Organisational aspects in Chapter 8.3 ‘Continuing professional development for teachers working in early childhood and school education’). 

Salaries

Care  for children  aged up to 3 years

The Act of 21 November 2008 on Local Government Employees, as subsequently amended (ustawa z dnia 21 listopada 2008 r. o pracownikach samorządowych, z późn. zm.) and the Regulation of the Council of Ministers of 25 October 2021 on the remuneration of local government employees, as subsequently amended (rozporządzenie Rady Ministrów z dnia 25 października 2021 r. w sprawie wynagradzania pracowników samorządowych, z późn. zm.) set general remuneration rules and the minimum basic salary rates for childminders and day-care providers employed in crèches and kids’ clubs which are administered by a local government unit (the commune, the lowest-level local authorities). The local authorities adopt detailed remuneration arrangements and set the level of salaries. 

Childminders and day-care providers (the latter if working on an employment contract) receive the basic salary, an allowance for the length of service, an additional end-of-year salary and anniversary or long-service awards, as well as a one-off gratuity when they retire at the state pension age or due to incapacity for work. 

As of 1 March 2025, the minimum monthly basic salary rates for the positions that childminders and day-care can take in local government-administered crèches and kids’ clubs are as follows: 

• junior childminder: PLN 4,840 (EUR 1,134.15), 

• childminder and day-care provider: PLN 4,870 (EUR 1,141.18), 

• senior childminder and senior day-care provider: PLN 4, 940 (EUR 1,157.59)

• early childhood educator/carer (‘small-child educator’): PLN 5,150 (EUR 1,206.80).

(Amounts in Polish zlotys converted into euro according to the European Commission’s exchange rate for August 2025: 1 EUR = 4.27 PLN). 

Pursuant to the Act of 12 December 1997 on the Additional End-of-Year Salary for Employees in Public Sector Units, as subsequently amended (ustawa z dnia 12 grudnia 1997 r. o dodatkowym wynagrodzeniu rocznym dla pracowników jednostek sfery budżetowej, z późn. zm.), an employee receives a full additional end-of-year salary after having worked for a given employer for a full calendar year (the amount is reduced proportionately after at least 6 months). The end-of-year salary is equal to 8.5% of the total salary that an employee has received during the calendar year for which he/she is entitled to receive the end-of-year salary. 

An employee is entitled to receive a length-of-service allowance of 5% of the monthly basic salary after 5 years of work; it increases by 1% with each year of work up to 20% of the monthly basic salary. 

The anniversary award gradually increases from 75% of the monthly salary after 20 years of work to 400% after 45 years of work. 

When retiring at the state pension age or due to incapacity for work, an employee receives a gratuity, which is equal to 2 monthly salaries after 10 years of work, 3 salaries after 15 years and 6 salaries after 20 years. 

Additionally, as part of a government programme for 2024-2027, childminders and day-care providers working on an employment contract in local government-administered crèches and kids’ clubs may receive a monthly motivation bonus or incentive pay. The gross amount is PLN 1,000 (EUR 234.33) for a full-time equivalent (the amount decreases proportionately for part-time staff). (Resolution no. 64 of the Council of Ministers of 19 June 2024 establishing the government programme ‘Funding for salary top-ups in the form of an incentive allowance and related social security costs for employees of local government-administered institutions for children aged up to 3 years, 2024-2027’ / Uchwała nr 64 Rady Ministrów z dnia 19 czerwca 2024 r. w sprawie ustanowienia rządowego programu „Dofinansowanie wynagrodzeń w postaci dodatku motywacyjnego oraz kosztów składek od tych wynagrodzeń pracowników zatrudnionych w samorządowych instytucjach opieki nad dziećmi w wieku do lat 3 na lata 2024–2027”)

Entities which administer non-public crèches and kids’ clubs establish their own remuneration rules and salary rates for employed childminders and day-care providers. 

A self-employed day-care provider and the person or entity to whom/which he/she provides services determine the salary level and the date of payment in a civil-law contract to be signed. 

A service contact concluded between a nanny and the child’s parents, lone parent or guardian sets out, among other things, the level of the salary and the method and date of payment. 

Preschool  education and  school education

The Act of 26 January 1982, the Teachers' Charter, as subsequently amended (ustawa z dnia 26 stycznia 1982 r. – Karta Nauczyciela, z późn. zm.) lays down general remuneration arrangements for teachers. The minister responsible for school education sets annually the minimum basic salary rates for teachers (Regulation of the Minister of National Education on the minimum rates of the basic salary for teachers, other work-related benefits and allowances, and remuneration for work on days off work / rozporządzenie Ministra Edukacji Narodowej i Sportu z dnia 31 stycznia 2005 r. w sprawie wysokości minimalnych stawek wynagrodzenia zasadniczego nauczycieli, ogólnych warunków przyznawania dodatków do wynagrodzenia zasadniczego oraz wynagradzania za pracę w dniu wolnym od pracy (as subsequently amended).

The salary of a teacher consists of:

• the basic salary; 

• a number of allowances, including the length-of-service, motivation, function-related (including an allowance for the class tutor function) and working-conditions allowances;

• pay for extra-class and temporary replacement hours; and

• awards, including anniversary or long-service awards, and other benefits envisaged in the employment relationship (except for benefits from the institutional welfare fund and additional welfare benefits, including accommodation and rural allowances).

The level of the basic salary depends on the teacher’s professional promotion grade, qualifications and compulsory teaching load. 

The average salary of teachers is equal to the following percentages of the reference amount annually fixed for teachers in the Budgetary Act:

• 120% for a novice teacher (a teacher without a professional promotion grade);

• 144% for an appointed teacher (the first professional promotion grade);

• 184% for a chartered teacher (the second and highest professional promotion grade).

 

As of 1 January 2025, the minimum basic salary for teachers in PLN and EUR* is as follows:

Level of qualification held	Novice teacher		Teacher holding a professional promotion grade
			Appointed teacher		Chartered teacher
	PLN	EUR	PLN	EUR	PLN	EUR
A Master’s degree together with a teacher training programme completed	5,153	1,207.50	5,310	1,244.29	6,211	1,455.41
A Master’s degree and no teacher training programme completed; a Bachelor’s degree together with a teacher training programme completed; a Bachelor’s degree and no teaching training programme completed; a diploma of a teacher training college or a foreign language teacher training college**; other qualifications	5,207	1,177.98	5,156	1,208.20	5,405	1,266.55

*European Commission exchange rate for August 2025 r.: 1 EUR = 4.27 PLN. 

** Teacher training and foreign language teacher training colleges: initial teacher training institutions which existed until 1 October 2015.

The minimum rate of the basic salary for a teacher is calculated on the basis of his/her educational attainment (the highest-level qualification held). 

A novice teacher, who undertakes an induction period, receives a one-off induction allowance (świadczenie na start) of PLN 1,000 (EUR 234.33). A teacher may receive an induction allowance only once during the entire period of employment.

The level of other allowances is determined by the length of service, the quality of performance, additional tasks or activities, the position held and difficult or hazardous working conditions. 

A long-service or anniversary award increases from 75% of the monthly salary after 20 years of work to 250% of the salary after 40 years. As of 1 January 2026, an award after 40 years of work will increase to 300% of the salary, and teachers will receive an award amounting to 400% of the salary after 45 years of work. 

Until the end of 2025, only teachers employed by appointment are eligible to receive a retirement gratuity. As of 1 January 2026, when retiring at the stage pension age, terminating the employment relationship for early teacher retirement or a bridging pension, or due to incapacity for work, every teacher will receive a one-off gratuity equal to 2 monthly salaries after 10 years of work, 3 salaries after 15 years and 6 salaries after 20 years of work.

Further information on teachers’ salaries is available in the interactive online tool of the European Commission / Eurydice: Teachers’ and School Heads’ Salaries and Allowances in Europe.  

Working time and holidays

Care  for children aged  up to 3 years

Working time

Pursuant to the Act of 26 June 1974, The Labour Code, as subsequently amended (ustawa z dnia 26 czerwca 1974 r. Kodeks pracy, z późn. zm.), the working time for childminders in crèches and kids’ clubs is 8 hours per day and, on average, 40 hours per week. 

If a day-care provider works on an employment contract in a crèche and kids’ club, the employing entity sets the working hours in the contract, while considering the provisions of the Labour Code. The working hours of a self-employed day-care provider are adjusted to the parents’ working hours. The legislation does not regulate the number of hours per day that a child can spend with a day-care provider. 

A service contract between a nanny and the child’s parents, lone parent or guardian should indicate days of the week, hours and the address where the nanny takes care of the child. There is no maximum number of hours per day for childcare provided by a nanny. 

Holidays

Pursuant to the Labour Code, childminders in crèches and kids’ clubs and day-care providers working on an employment contract are entitled to holiday leave of: 

• 20 days if employed for a period shorter than 10 years; 

• 26 days if employed for at least 10 years. 

Pursuant to the Act of 4 February 2011 on the Care for Children aged up to 3 Years, as subsequently amended (ustawa z dnia 4 lutego 2011 r. o opiece nad dziećmi w wieku do lat 3, z późn. zm.), a service contract for a day-care provider must include a provision on temporary non-provision of care, in particular, related to the rest of the day-care provider. 

A service contract signed with a nanny is a civil law agreement governed by the Act of 23 April 1964, The Civil Code, as subsequently amended (ustawa z dnia 23 kwietnia 1964 r. - Kodeks cywilny, z późn. zm.). The Code does not require a nanny agreement to indicate the period of temporary non-provision of care. 

Preschool  education and school  education

The Act of 26 January 1982, The Teachers’ Charter, as subsequently amended (ustawa z dnia 26 stycznia 1982 r. Karta Nauczyciela, z późn. zm.) specifies the total working time and the teaching time (teaching load), and the duration of holiday leave for teachers. 

Total working time

The working time of a full-time teacher may not exceed 40 hours per week.

A full-time teacher has a 5-day work week. The head of a school may reduce a work week to 4 days for teachers who upgrade their qualifications or attend in-service vocational training, or perform other socially relevant tasks, or if this is determined by the organisation of work in the school.

In schools working on all days of the week, teachers are entitled to have, at least every 2 weeks, 2 consecutive days off, including one Sunday. This does not apply to teachers working in the part-time extramural education system.

During their working time, teachers are required to conduct the following types of classes and activities:

• classes and educational and childcare activities in direct contact with pupils or for their benefit (teaching load);

• other activities resulting from the statutory tasks of the school, including childcare and educational activities addressing pupils’ needs and interests;

• activities related to the preparation for classes, self-learning and continuing professional development.

Teaching time (teaching load)

Teachers are required to teach classes and conduct other educational and childcare activities in direct contact with pupils for 18 to 30 hours per week. However, the teaching load exceeding 25 hours is set only for teachers working in specific institutions of the school education system (for example, tutors in after-school clubs, after-school care centres, boarding schools, community clubs; tutors in care-and-healthcare institutions). The number of hours depends on the type of nursery school, school or institution and the tasks performed or is determined by the head or the administering body of a given nursery school, school or institution.

The compulsory teaching load per week for a full-time teacher is determined according to the following norms (with one class hour lasting 45 minutes):

Position and type of the school or institution	Compulsory teaching load per week
Nursery-school teachers, except teachers working with groups of 6-year-olds	25
Nursery-school teachers and teachers in other preschool education institutions working with groups of 6-year-olds	22
Teachers in special nursery schools, primary schools, special schools, general upper secondary schools; teachers of general education subjects and theoretical vocational subjects in schools providing vocational education, incl. special schools and craftsman schools in district education centres, juvenile detention centres and juvenile shelter care homes; teachers of theoretical subjects in vocational qualification courses; and teachers of artistic subjects and general education subjects in arts schools	18

As an exception, the compulsory weekly teaching load for practical vocational training teachers is determined by the body administering a given school, but it may not exceed 20 hours. Pursuant to an amendment to the Teachers’ Charter which will come into force on 1 September 2026, the 18-hour teaching load will apply to all teachers working in special nursery schools, and in primary and post-primary schools, including special schools, arts schools, and teachers conducting classes in vocational qualification courses. The amendment aims to establish the same teaching load for theoretical vocational subject teachers and practical vocational training teachers. 

Classes and other educational and childcare activities conducted directly with pupils or for their benefit are recorded and accounted for on a weekly basis in lesson and class registers respectively.

The weekly teaching load of 18 class hours provides the basis for a full-time teacher’s salary. Teachers receive additional pay for hours extending beyond the 18-hour weekly teaching load.

Teachers with 18 class hours per week can have their teaching load increased to 27 class hours with the consent of the school head if the school’s organisational sheet, approved by the school administering body, provides for such a possibility. 

With the consent of the school administering body, the school head can reduce the weekly teaching load for full-time teachers, for a fixed period or until further notice. The school head may reduce a work week to 4 days if teachers undergo training or perform other socially relevant tasks, or if this is determined by the organisation of work in a given school. Teachers with a reduced compulsory teaching load are not allocated extra class hours.

Teachers may also be required to work at night as part of their compulsory weekly number of class-tutor hours. For each hour worked at night, they are entitled to receive additional pay amounting to 15% of the hourly rate set for the basic salary.

For information about extra class hours, see Replacement above. 

Holidays

Teachers are entitled to paid holiday leave during school holidays and public and religious holidays. Thus, in practice, teachers have more than 3 months free from work each year.

If employed in a school where the work organisation regulations provide for school holidays, teachers are entitled to take holiday leave for the number of days corresponding to the duration of the school holidays and during such holidays. School summer holidays last around 2 months. 

The school head may instruct a teacher to conduct examinations during the holiday time or to carry out tasks related to the end of the school year or the preparations for a new school year, the development of a school curriculum, or the participation in specific continuing professional development activities. However, such activities may not last longer than 7 days.

Teachers employed in schools which have no school holidays are entitled to 35 working days’ leave at the time indicated in the staff holiday timetable.

For the duration of holiday leave, teachers are entitled to the same salary as they would receive if they were working. 

Promotion, advancement

Care for  children  aged up to 3 years

Childminders and day-care providers employed in public crèches or kids’ clubs administered by the local authorities may be promoted to higher positions. The Regulation of the Council of Ministers of 25 October 2021 on the remuneration of local government employees, as subsequently amended (Rozporządzenie Rady Ministrów z dnia 25 października 2021 r. w sprawie wynagradzania pracowników samorządowych, z późn. zm.) establishes the following positions for these two groups of staff: 

• junior childminder (młodszy opiekun),

• childminder and day-care provider (opiekun, dzienny opiekun),

• senior childminder and senior day-care provider (starszy opiekun, starszy dzienny opiekun), 

• early childhood educator/carer (‘small-child educator’) (wychowawca małego dziecka). 

Childminders and day-care providers can also apply for the position of head of a crèche or kids’ club; see Chapter 9.1 ‘Management staff for early childhood and school education’. 

The entity employing childminders and day-care providers sets conditions for promotion in its internal regulations. 

Crèches or kids’ clubs administered by entities other than the local authorities establish positions and rules for promotion in their internal regulations. 

Promotion does not apply to self-employed day-care providers or nannies who do not work within an organisational structure of a childcare institution. 

Preschool education  and  school education

Professional promotion

The Act of 26 January 1982, The Teachers’ Charter, as subsequently amended (Ustawa z dnia 26 stycznia 1982 r. Karta Nauczyciela, z późn. zm.) and the Regulation of the Minister of Education and Science of 6 September 2022 on the professional promotion grades awarded to teachers (Rozporządzenie Ministra Edukacji i Nauki z dnia 6 września 2022 r. w sprawie uzyskiwania stopni awansu zawodowego przez nauczycieli) establish professional grades and conditions for promotion for teachers. 

There are 2 professional promotion grades for teachers: 

• Appointed teacher (nauczyciel mianowany)

• Chartered teacher (nauczyciel dyplomowany). 

Teachers who have no professional promotion grade are referred to as novice teachers (nauczyciel początkujący). 

Chartered teachers who have at least 20 years of work experience in the teaching profession, including at least 10 years of work as a chartered teacher, and significant and recognised professional achievements may be awarded the honorary title of school education professor. The title is awarded by the minister responsible for school education, upon the motion from the Committee for School Education Professors.

Academic teachers who have a doctoral or post-doctoral degree and at least 5 years of work experience in an HEI obtain the grade of appointed teacher on the date of entering into the employment relationship in a school.

Novice teacher ⇒ Appointed teacher

A novice teacher (a teacher who has no professional promotion grade) is required to complete an induction phase (see Chapter 8.2.3 ‘Induction’).

To be awarded the grade of appointed teacher, a novice teacher is required to meet the following conditions:

• meet the qualification requirements: either hold a degree and have completed a teaching training programme, or hold a diploma of an initial teacher training institution (the type of institution existing earlier);

• complete an induction phase, during which the teacher enhances his/her practical skills and theoretical knowledge necessary to practise the teaching profession;

• receive at least a ‘good’ grade in a performance appraisal conducted in the final year of the induction phase;

• receive a positive opinion on the classes conducted before a board in the final year of the induction phase;

• pass an exam for the appointed teacher grade, during which an exam board assesses the extent to which the teacher meets the requirements concerning knowledge and skills necessary for effective performance of the teacher’s duties, as set out in the regulations.

The school head assesses the novice teacher’s performance twice during the induction phase (see Chapter 8.2.3 ‘Induction’). 

The body administering a given school (nursery school or another educational institution) appoints an exam board for teachers applying for the promotion to the appointed teacher grade.

An exam board is composed of:

• a representative of the school administering body as the chair;

• a representative of the pedagogical supervision body (which, in most cases, is the Head of the Regional Education Authorities);

• the head of the school;

• two experts chosen from the register of experts kept by the minister responsible for school education.

At the request of the teacher, a representative of the trade union indicated in the request may also be appointed to the board. 

During an exam, the board assesses the extent to which a teacher meets the following requirements concerning the knowledge and skills necessary for effective performance of the teacher’s duties:

• is familiar with the legislation on the organisation, tasks and rules underlying the activity of the school in which he/she has carried out his/her induction programme;

• is able to teach classes in a way that ensures proper performance of the statutory tasks of the school, and, in particular, the implementation of the core curriculum;

• is able to identify pupils’ needs and individualise teaching;

• is able to apply the knowledge of psychology, pedagogy and teaching methodology in his / her work;

• is familiar with the pupils’ environment and can address in his/her work local community issues and issues of contemporary society and civilisation;

• is able to use multimedia and digital tools in his/her work, and, in particular, in the classes taught.

The exam board analyses the opinion on the classes taught by the teacher and the report on the appraisal of his/her performance carried out in the final year of the induction phase, and conducts an exam. During the exam the teacher:

• answers questions from the board members;

• demonstrates his/her ability to solve a work-related problem defined by the exam board;

The board calculates an average score based on the number of points given by each of its members. The teacher has passed the exam if the average score is at least 7 on the scale of 0 to 10.

The appointed teacher grade is awarded by the body administering a given school.

If the teacher does not pass the exam for the appointed teacher grade, he/she carries out an additional induction programme for 1 year and 9 months. 

Appointed teacher ⇒ Chartered teacher

To obtain the grade of chartered teacher, an appointed teacher is required to meet the following conditions:

• meet the qualification requirements;

• work in a school for the required period (5 years and 9 months) since the date of the award of the appointed teacher grade;

• receive at least a ‘very good’ grade in the performance appraisal in the last year of work preceding the submission of an application to initiate the qualifying procedure for promotion;

• obtain approval from a qualifying board: the board analyses the teacher’s professional achievements and conducts an interview with him / her to assess the extent to which the teacher meets the requirements concerning the performance of school education tasks or activities and their outcomes.

The required period (5 years and 9 months) can be shortened to 4 years and 9 months at the request of a teacher holding the appointed teacher grade who also has a doctoral or post-doctoral degree or who taught classes in a school abroad before entering into an employment relationship in Poland. 

A qualifying board is appointed by the pedagogical supervision body (the Head of the Regional Education Authorities (kurator oświaty) for most schools and other educational institutions).  

A qualifying board is composed of:

• a representative of the pedagogical supervision body;

• the head of the school, except when it is the head who applies for promotion;

• two experts chosen from the register of experts kept by the minister responsible for school education.

At the teacher’s request, a representative of the trade union indicated in the request may also be appointed to the board. 

The board assesses the extent to which a teacher meets the following requirements concerning the performance of school education tasks or activities and their outcomes:

• improvement of working methods, including the use of information and communication technologies, and enhancement of knowledge and skills to improve the school’s performance;

• ability to share knowledge and skills with other teachers, for example, through open classes, in particular, for teachers carrying out an induction programme, classes or courses as part of internal in-service training or other professional development activities for teachers;

1. ability to use active learning methods in the work with pupils and multimedia and digital tools supporting the learning process;

2. performance of at least one of specific tasks listed in the legislation. 

The specific tasks listed in the legislation include: 

• tasks of a mentor (for a novice teacher); a teaching internship supervisor (for higher education students); a court-appointed guardian; an examiner in a regional examination board; an expert on textbooks; a consultant for the Art Education Centre; a volunteer in an association or other organisation whose statutory aim is to conduct educational activities or expand and enrich educational, childcare and innovation activities of schools; a scouting instructor; or other tasks aimed at improving school performance or performed for the benefit of children and young people with special educational needs or at risk of social exclusion;

• development and implementation of innovations or educational, childcare or other activities related to school education, including a pedagogical experiment conducted at the school;

• a textbook or an original paper on school education or child development published in a professional journal or in a non-serial form;

• courses or other training activities conducted on a cyclical basis for teachers or pupils’ parents, including activities based on distance learning methods and techniques, unless such activities are part of the teacher’s duties;

• research in the area of school education, related, in particular, to the specificity and needs of the school, and use of research findings for the improvement of school performance.

The qualifying board analyses the report on the performance appraisal of the teacher and a document discussing the extent to which the teacher meets the requirements, and conducts an interview during which the teacher:

• presents his/her professional achievements;

• answers questions from the qualifying board relating to the school education tasks or activities and their outcomes.

The board calculates an average score based on the number of points given by each member. The teacher has obtained the approval from the qualifying board if the average score is at least 7 on the scale of 0 to 10.

The grade of chartered teacher is awarded by the pedagogical supervision body (which, for most nursery schools and schools, is the Head of the Regional Education Authorities). 

Advancement in the school education administration

Aside from the promotion to a higher professional grade, and pay rises tied to the level of qualifications acquired, the professional grade and the length of service which are guaranteed by the law, teachers have only few opportunities for promotion inside the school as the range of functions and positions is very limited in the present structure.

Teachers who have the required qualifications, professional grade and length of service may apply for the position of school head (see Chapter 9.1 ‘Management staff for early childhood and school education’), the head of the Regional Education Authorities (REA) or an inspector in the school education administration (see Qualification requirements for inspectors and Conditions of service for inspectors in Chapter 9.2 ‘Staff involved in monitoring educational quality for early childhood and school education’). Although teachers may take courses and obtain promotion grades, those who have completed a course or obtained a promotion grade will not necessarily gain a management position.

Teachers with the required qualifications may also move from a primary school to a secondary school or take up the position of teacher-methodological adviser or teacher-consultant (see Organisation in Chapter 8.3 ‘Continuing professional development for teachers working in early childhood and school education education’). However, such promotions often take place as a result of an external offer and are not built into the teaching career.

Some positions (for example, the school head or the head of the REA) may be taken only through a competitive procedure and held for a term fixed by the law. Thus, this is not a permanent promotion, and teachers may lose their position in the subsequent competition and, consequently, end up back in the group of their former peers.

Mobility and transfers

Care for  children aged  up to 3 years

There are no specific regulations. Mobility and transfers are managed at the institutional and local levels.

Preschool education  and school  education

Transfers are sometimes chosen if the nursery school, school or another education institution where a teacher has worked so far is unable to continue employing him/her for organisational reasons. Only teachers employed by appointment (for types of employment relationship, see Chapter 8.2.4 ‘Professional status’) can be transferred. Thus, teachers on an employment contract can change the place of work only through the termination of the current employment relationship and the establishment of a new one.

Teachers employed by appointment can be transferred, either at their own request or on an ex-officio basis, only with their consent, to another position in the same or another school, in the same or another location, to the same or another position. Where teachers are transferred to another school and another position, they have the weekly teaching load assigned to this position.

A teacher may be transferred on an ex-officio basis to another location on condition that accommodation suitable for his/her family status is provided in the new place of work and a job for his/her spouse if he/she is a teacher.

Dismissal

Care for children  aged  up to 3 years

The Act of 26 June 1974, The Labour Code, as subsequently amended (ustawa z dnia 26 czerwca 1974 r. Kodeks pracy, z późn. zm.) sets conditions for the termination of an employment contract for childminders and day-care providers (if the latter work on an employment contract) in both public and non-public crèches or kids’ clubs. An employment contract is terminated: 

• by mutual agreement, 

• by a statement from one of the parties with a period of notice (termination by notice), 

• by a statement from one of the parties with immediate effect / no period of notice (termination without notice), 

• at the end of the period for which a contract has been concluded. 

The period of notice for an indefinite or fixed-term contract varies depending on the period of employment at a given institution: 

• 2 weeks for an employment period shorter than 6 months; 

• 1 month for an employment period of at least 6 months; 

• 3 months for an employment period of at least 3 years.

The employer may terminate a contract without prior notice due to the employee’s fault in the case of: 

• a serious breach of basic employee obligations; 

• a crime committed by the employee during the contract which prevents further employment if the crime is evident or has been affirmed by a valid court judgement; 

• the loss of the licence or authorisation necessary to practise the occupation due to the employee’s fault;

• inability to work due to illness lasting longer than the period specified in the legislation; 

• excused absence from work lasting longer than 1 month for reasons other than illness. 

Pursuant to the Act of 23 April 1964, The Civil Code, as subsequently amended (ustawa z dnia 23 kwietnia 1964 r. - Kodeks cywilny, z późn. zm.), a civil-law service contract for a day-care provider must include a provision on its termination. The contract defines a period of notice. However, it can also be terminated with immediate effect, with no period of notice, if the day-care provider has breached his/her duties specified in the contract. 

A civil-law service contract signed between a nanny and the child’s parents, lone parent or guardian sets out conditions for its termination. Such a contract may set the period of notice, but the principal has the right to terminate it with immediate effect in the case of a breach of the duties specified in the contract by the service provider. 

Preschool education and  school  education

The conditions for the termination of an employment relationship are set in the Act of 26 January 1982, The Teachers’ Charter, as subsequently amended (ustawa z dnia 26 stycznia 1982 r. Karta Nauczyciela, z późn. zm.).  

An employment relationship with a teacher can expire by virtue of law or be terminated by mutual agreement or, failing that, by a termination notice. 

The employment relationship expires by virtue of law in the following cases:

• the teacher is punished with a valid disciplinary penalty of dismissal, or dismissal combined with a ban from teaching for three years following the dismissal or permanent ban from teaching;

• a valid court ruling whereby the teacher loses his/her public rights or the rights to practise the teaching profession, or in the case of the teacher losing entirely his/her legal capacity;

• a valid court ruling for an intentional crime;

• upon completion of a 3-month period in prison;

• where it has been established that the teacher was employed on the basis of false or invalid documents or against the rules of teachers' employment laid down by the Teachers' Charter.

Regardless of the basis of employment (an employment contract or appointment; see Chapter 9.2.4 ‘Professional status’), the employment relationship can be terminated in the case of the total or partial liquidation of the school (or nursery school). If a teacher can no longer be employed in the school, the school head either grants to him/her the status of 'inactivity' or, at the teacher’s request, terminates the employment relationship.

Teachers who have the 'inactivity' status are entitled to receive their basic monthly salary and other employee benefits until the employment relationship has expired. The school head is required first to re-employ an ‘inactive’ teacher whenever such a possibility arises. If the teacher refuses to take up the job, the employment relationship expires on the date of refusal. 

The employment relationship with a teacher employed by appointment is terminated in the following cases:

• by mutual agreement; 

• at the teacher’s own request;

• the teacher’s temporary incapacity for work resulting from an illness if the period of incapacity exceeds 182 days, or 270 days if the teacher is unable to work due to tuberculosis or during pregnancy. Where this is duly justified, the period of absence from work many be extended for another 12 months if the teacher is granted a rehabilitation allowance in the case of illness or maternity, or is granted health leave;

• a physician conducting a periodic or follow-up medical check-up establishes that the teacher is unable to perform the job held until now;

• the teacher’s unexcused failure to undergo a periodic or follow-up medical check-up

• the teacher has received a ‘negative’ grade in the performance appraisal process;

• the referral to teach religion in the school has been withdrawn in accordance with specific regulations.

The period of notice varies depending on the reasons for the termination of the employment relationship; for example, 3 months in the case of the termination at the request of the teacher; the end of the month in which the school head received the final medical certificate of incapacity for work; in the case of a ‘negative’ performance grade given to the teacher: a 3-month notice, with the period counted from the date when the teacher received the negative grade. 

As a general rule, an indefinite employment contract is terminated at the end of the school year, based on a 3-month notice. An indefinite contract is terminated if the teacher did not obtain the appointed teacher grade (see Chapter 8.2.9 ‘Promotion, advancement’) within 6 years of the starting date of the induction phase (see Chapter 8.2.3 ‘Induction’). After the termination of such an agreement, the teacher can be hired on a fixed-term employment contract for one school year. Such one-year contracts can be concluded more than once. 

Furthermore, an indefinite contract can be terminated in the cases and within the timeframes described above for teachers employed by appointment. 

The recent amendments to the Teachers’ Charter, which came into force on 1 September 2025, have established uniform rules for pre-retirement protection for teachers working on both an indefinite employment contract and appointment. The employment relationship with a teacher may not be terminated if he/she reaches the pension age within 4 years and the total employment period allows him/her to retire when he/she reaches this age. 

The pre-retirement protection does not apply in the following cases: 

• a teacher has been granted a pension due to his/her total incapacity for work; 

• a teacher has received a ‘negative’ grade in the performance appraisal; 

• total or partial liquidation of a school or organisational changes in the school timetable which make it impossible to continue the employment relationship under the same conditions, and the teacher has not agreed to a change to the conditions. 

Retirement and pensions

Care  for  children  aged up to 3 years

The legislation does not include any specific retirement arrangements for staff working with children aged up to 3 years. In accordance with the generally applicable Act of 17 December 1998 on the Retirement Pensions and Disability Pensions from the Social Security Fund, as subsequently amended (ustawa z dnia 17 grudnia 1998 r. o emeryturach i rentach z Funduszu Ubezpieczeń Społecznych, z późn. zm.), such staff can retire at the state pension age of 60 years for women and 65 years for men. 

Preschool  education  and  school education

The following types of retirement benefits are available to teachers: 

• a retirement pension at the state pension age; 

• a teacher retirement pension: an early retirement pension;

• a bridging benefit (a so-called teacher compensation allowance). 

Retirement pension at the state pension age

Like other employees, teachers may retire in accordance with the general legislation at the state pension age of 60 years for women and 65 years for men. They are entitled to a state retirement pension regardless of the length of employment in educational institutions. 

Teacher retirement pension

The Act of 26 January 1982, The Teachers’ Charter, as subsequently amended (ustawa z dnia 26 stycznia 1982 r. Karta Nauczyciela, z późn. zm.) allows teachers to retire under specific conditions before reaching the state pension age. 

An early retirement pension is available to teachers who: 

• started to work as teachers, tutors/educators or other education staff before 1 January 1999; 

• have a documented contributory (social security contribution) period of at least 30 years, including at least 20 years of employment as teachers, tutors/educators or other education staff with at least ½ of the compulsory teaching load; 

and

their retirement pension would not be lower than the minimum pension set in the Act on Retirement Pensions and Disability Pensions. 

Teachers who meet these conditions may also retire if their employment relationship is terminated or expires due to the total or partial liquidation of a school or organisational changes resulting in a reduction of the number of classes in the school, the transfer of the teacher to the ‘inactivity’ status and the re-employment of the ‘inactive’ teacher. 

The following arrangements for early retirement are currently in place, depending on a teacher’s the date of birth: 

• teachers born before 1 September 1966 may retire as from 1 September 2024; 

• teachers born between 1 September 1966 and 31 August 1969 may retire as from 1 September 2025; 

• teachers born after 31 August 1969 may retire as from 1 September 2026. 

For early retirement, teachers should terminate, at their request, their employment relationship and apply for early retirement before reaching the state pension age. They retain the entitlement to early retirement after reaching the state pension age. 

Teachers who chose early retirement and have not reached the state pension age may be employed again only in case there is a need to do so resulting from the organisation of teaching or to replace an absent teacher. This also requires consent from the pedagogical supervision body (who, for most nursery schools and schools, is the Head of the Regional Education Authorities). In such cases, a teacher can have only a fixed-term contract for up to ½ of the compulsory teaching load.

Teacher bridging benefit

Bridging benefits for teachers (‘teacher compensation allowances’) are the equivalent of bridging retirement pensions for people performing jobs of a specific nature or working in special conditions. The conditions for granting such benefits are specified in the Teachers’ Charter and the Act of 22 May 2009 on Teacher Compensation Allowances, as subsequently amended (ustawa z dnia 22 maja 2009 r. o nauczycielskich świadczeniach kompensacyjnych, z późn. zm.) 

Those entitled to bridging benefits are teachers working in public and non-public nursery schools and schools, and in other institutions within the school education system (for example, public and non-public in-service teacher training centres, continuing education institutions, vocational training centres, sectoral skills centres, regional education centres, youth hostels, educational resources centres and counselling and guidance centres). 

Teachers can be granted a bridging benefit if they meet the following three conditions: 

• have reached at least a specific age: 

  • for women: the age of 56 years in the years 2025–2026; 57 in the years 2027–2028; 58 in the years 2029–2030; and 59 in the years 2031–2032,

  • for men: 61 in the years 2025–2026; 62 in the years 2027–2028; 63 in the years 2029–2030; and 64 in the years 2031–2032;

• have at least 30 years of employment (both contributory and non-contributory periods), including at least 20 years of work as a teacher, tutor/educator or other education staff in one of the afore-mentioned types of institutions, with at least ½ of the compulsory teaching load; and

• terminate their employment relationship. 

A teacher may not take up employment or economic activity until he/she starts taking the bridging benefit.

A bridging benefit is paid until a teacher reaches the state pension age or is entitled to receive an early teacher retirement pension. The benefit is suspended if a teacher is employed in an institution of the school education system (for example, a public or non-public nursery school, school or another public or non-public educational institution).