Planning policy

Care for children aged up to 3 years

Staff providing care to children aged up to 3 years are not classified as teachers as defined in the Act of 26 January 1982, The Teachers’ Charter (ustawa z dnia 26 stycznia 1982 r., Karta Nauczyciela).

Planning policy rests with 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). However, the planning policy does not relate to staff; it focuses on the development of institutional childcare (crèches, kids’ club, 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 also ‘Lifelong learning strategy” in Chapter 2.2). 

Preschool education and school education

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

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 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

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 conditions of service of those in non-public institution are governed by the Labour Code (Kodeks pracy). 

Pursuant to the legislation, 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 should meet the following requirements:

1. provides a guarantee of proper care for children;
2. his / her parental responsibility has not been terminated, suspended or limited;
3. fulfils his / her child maintenance (alimony) obligations if such obligations have been administered or approved by a court ruling;
4. is not included in the Register of Sex Offenders and has not been convicted of another intentional offence by a valid court ruling;
5. has suitable premises to ensure safety in childcare.  

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. 

A day-care provider should be included in the register of persons 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). If a contract with a day-care provider is terminated or expires, he / she is struck off the register. 

Like a childminder in a crèche or kids’ club, 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

The position of teacher may be taken up by a person who:

• has a higher education diploma (degree) and has completed a teacher training programme or has 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 is required to submit 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. 

Induction

Care for children aged up to 3 years

There is no 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 (ustawa z dnia 26 stycznia 1982 r. – Karta Nauczyciela), an induction phase is compulsory for: 

• novice teachers (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 (in accordance with the Teachers’ Charter, 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.

During an induction programme, 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). A mentor receives a function-related allowance in addition to his/her salary. 

In principle, the duration of an induction phase is 3 years and 9 months. This period 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 school.

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

In the second year of the induction phase, before a performance appraisal, a 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 classes in the same or another school; such an observer is appointed by the school head.

The school head determines the duration of classes to be conducted by the teacher in the second year of the induction phase, 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 classes in the same or another school.

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

The committee gives its opinion after a discussion on the classes conducted by the teacher in the second year of the induction phase 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 a novice teacher to be awarded the grade of appointed teacher (see Chapter 9.2.9 ‘Promotion, advancement’).

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. 

Professional status

Care for children aged up to 3 years

Crèches and kids’ clubs hire childminders on the basis of an employment contract. Childminders in public crèches and kids’ clubs have the status of local government employees, and those in non-public institutions are subject to the Labour Code (Kodeks Pracy). 

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 Civil Code (Kodeks cywilny). 

A nanny is hired on a service contract in accordance with the Civil Code. This is a written agreement concluded between parents, a lone parent or the guardian of the child.

Preschool education and school education

Key conditions of service for teachers are set out in the Act of 26 January 1982, The Teachers’ Charter (ustawa Karta Nauczyciela z dnia 26 stycznia 1982 r.), amended multiple times. 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. Detailed arrangements are laid down in regulations of the ministers responsible for school education and higher education and science. 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. They are hired 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 Labour Code (ustawa z dnia 26 czerwca 1974 r. – Kodeks pracy). 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 the Civil Code (ustawa z dnia 23 kwietnia 1964 r. – Kodeks cywilny). 

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 or not a teacher holds a professional promotion grade or what professional grade he/she holds. 

The head concludes an employment contract for a fixed term of 2 school years with a person starting to work in a school who: 

• holds the required qualifications but

• does not hold a professional promotion grade. 

In specific cases where this is justified by the needs of a school, the school head may conclude an employment contract with a person who holds a qualification at the required level of education but has not completed a teacher training programme, on the condition that he/she undertakes to complete a teacher training programme during the first year of work in the school. If the teacher does not complete a teaching training programme during the first year of work in the school, the head terminates the employment contract with the teacher, without notice, as of the end of the school year. However, the head may decide not to terminate the contract if the teacher failed to complete a teaching training programme for reasons beyond his/her control and undertakes to complete it during the second year of work in the school.

The head concludes an employment contract for an indefinite term with a teacher who:

• holds the required qualifications;

• does not hold a professional promotion grade;

• has worked in a school for at least 2 years; and

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

The school head may conclude a fixed-term employment contract for only 1 year if a teacher who has the required qualifications and work experience of 2-years in a school but:

• has not obtained a professional promotion grade and at least a ‘good’ grade in a performance appraisal or 

• has not obtained the professional grade of appointed teacher (the first professional grade) 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). Teacher 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; gratuity in the case of unfitness for work. 

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 providing care to 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 an ad-hoc basis in case there is a need to do so for a short time. 

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 legislation, a teacher is required to take extra class hours in specific cases where this is necessary to implement the school curriculum. 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 total number of extra class hours allocated to a teacher may not exceed ½ of his / her compulsory teaching load per week, but the teacher’s consent is required if the number of extra class hours allocated exceeds ¼ of the weekly teaching load. Thus, the upper limit for extra class hours to be taken by a teacher depends on his / her weekly teaching load.

Extra class hours can be allocated only with the consent of a teacher in case:

• the teacher is pregnant;

• the teacher raises a child aged up to 4 years;

• the teacher carries out an induction programme;

• the school head wishes to allocate extra class hours exceeding ½ of the compulsory weekly teaching load.

As an exception to the general rules, in the school years 2021/2022-2024-2025, with his/her consent, a teacher can be allocated extra class hours above the limit of ½ of the compulsory teaching load per week in the following cases: 

• for each teacher: in schools which have established a preparatory unit for pupils from Ukraine; 

• for a Polish language teacher: in schools which have not established such a preparatory unit. 

This arrangement was put in place to provide education and care to Ukrainian pupils who are in Poland in connection with the armed conflict in Ukraine. 

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.

Ad-hoc replacement hours

An ad-hoc 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. Ad-hoc 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, that is, to implement the outline timetable for classes, or only to look after pupils during a lesson.

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 ad-hoc replacement hours, but the limits for extra class hours (see above) apply to a full-time teacher already working in the school. A fixed-term employment contract for the period of the replacement is concluded with a newly hired teacher.

The pay for ad-hoc replacement hours is based on the salary rate for the teacher, with an allowance for the working conditions added.

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 10.4 ‘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 specialists, speech therapists, careers advisers and educational therapists in their nursery school or school (for details, see Chapter 10.3 ‘’Education staff responsible for guidance in early childhood and school education’).

Salaries

Care for children aged up to 3 years

Childminders in public crèches and kids’ clubs have the status of local government employees. Specific arrangements for the remuneration of staff in crèches and kids’ clubs administered by local government units are set out in regulations adopted by the competent local government bodies (Act of 21 November 2008 on Local Government Employees / ustawa z dnia 21 listopada 2008 r. o pracownikach samorządowych; Regulation of the Council of Ministers of 25 October 2021 on the remuneration of local government employees / rozporządzenie Rady Ministrów z dnia 25 października 2021 r. w sprawie wynagradzania pracowników samorządowych). 

The maximum salary for a day-care provider employed by a local government unit and the rules for setting the salary level are laid down by the competent body of the unit. 

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

Preschool education and school education

General remuneration arrangements for teachers are laid down in the Act of 26 January 1982, the Teachers' Charter (ustawa z dnia 26 stycznia 1982 r. – Karta Nauczyciela) (as subsequently amended). The minister responsible for school education sets annually the minimum basic salary rates for teachers, even if the reference amount determining the basic salary has not changed since the previous year (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 ad-hoc replacement hours; and

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

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 2024, 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	4,908	1,138.75	5,057	1,173.32	5,915	1,372.39
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	4,788	1,110.90	4,910	1,139.21	5,148	1,194.43

*European Commission exchange rate for December 2024 r.: 1 EUR = 4.31 PLN. 

** Teacher training and foreign language teacher training colleges: initial teacher training institutions which existed until the end of the school year 2015/2016.

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 232). A teacher may receive an induction allowance only once during the entire period of employment.

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

The working time for childminders in crèches and kids’ clubs is 8 hours per day and, on average, 40 hours per week. 

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 at the day-care provider setting. Where he/she is employed in a childcare institution, the employing entity sets the working hours in a contract signed with the provider. 

A service contract between a nanny and the parents / lone parent or guardian of the child 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 (Kodeks pracy), childminders in crèches and kids’ clubs 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. 

A service contract for a day-care provider must include a provision on a break in childcare, in particular, related to holiday leave of the day-care provider. 

A service contract signed with a nanny is a civil law agreement which, pursuant to the Civil Code (Kodeks cywilny), is governed by the regulations concerning commissioned work (specific tasks). Thus, a nanny is not entitled to holiday leave. 

Preschool education and school education

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:

1. classes and educational and childcare activities in direct contact with pupils or for their benefit (teaching load);
2. other activities resulting from the statutory tasks of the school, including childcare and educational activities addressing pupils’ needs and interests;
3. activities related to the preparation for classes, self-learning and continuing professional development.

As part of other activities resulting from the statutory tasks of the school (see point 2 above), teachers are required to be present at the school for so-called availability hours: 

• for one hour per week: if they are employed for at least ½ of the compulsory teaching load; 

• for one hour every two weeks: if they are employed on a less than ½ time basis. 

During such hours a teacher is available to provide information and advice pupils or their parents where needed. 

The number of availability hours is set by the school head, depending on the needs, as part of their employment relationship for the teachers who: 

• conduct classes or other educational or childcare activities directly with pupils or for their benefit for at least 6 hours per week; or 

• conduct only classes in non-school settings or classes in a school for adults, a stage II sectoral vocational school or a post-secondary school, regardless of the mode of employment (full- or part-time), 

However, the number of availability hours may not be higher than the number set for full-time teachers. The number of availability hours and the time for other classes and activities conducted by a teacher as part of his/her employment relationship may not exceed the maximum weekly working time of the teacher. 

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 number of hours 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 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 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

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 social 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 an additional pay amounting to 15% of the hourly rate set for the basic salary.

In special cases justified by the necessity to implement a curriculum, teachers may be required to take extra class hours, for additional pay, in line with their specialisation subject area; however, the number of extra hours may not exceed ¼ of the compulsory weekly teaching load. A higher number of extra class hours can be allocated to teachers only with their consent, but the number may not exceed ½ of the compulsory weekly teaching load (see also Chapter 9.2.5 ‘Replacement’).

Holidays

Pursuant to the Teachers’ Charter (Karta Nauczyciela), 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.

Teachers who have worked in a school at least on a half-time basis (1/2 of the compulsory teaching load) for at least 7 years may take paid health leave of up to 1 year to undertake a prescribed treatment, if a medical doctor considers that this is justified by their health condition. Teachers may be granted another health leave one year after the end of the previous leave at the earliest. The total duration of health leave during the entire employment period may not exceed 3 years. During health leave teachers receive the basic salary together with an allowance for the length of service, and are entitled to other employee benefits. 

Pursuant to the Labour Code (Kodeks pracy), teachers, like other employees, are also entitled to take the following types of parenthood-related leave: 

• paid maternity leave: 20 weeks for one child born (the number of weeks increases depending on the number of children born at one birth); 

• paid parenthood leave: 41 or 43 weeks (for both parents) for one or more children born respectively; 65 or 67 weeks for 1 or more children with disability born, respectively; 

• paid paternity leave: 2 weeks (until the time when the child reaches the age of 12 months or for 12 months from the date of validity of a ruling on the adoption of the child, but no longer that until the child reaches the age of 14 years); 

• unpaid child-raising leave: 36 months (total duration for both parents). 

Like other employees, teachers are also entitled to unpaid carer's leave of 5 days per calendar year to provide personal care or support to a family member or a person living in the same household who requires care or support for serious medical reasons. 

Promotion, advancement

Care for children aged up to 3 years

Childminders working in crèches or kids’ clubs administered by local government units (LGUs) have the status of local government employees. Pursuant to the Act on Local Government Employees (ustawa o pracownikach samorządowych), an employee who shows initiative in their work and duly performs their duties can be promoted to a higher position. 

The Regulation of the Council of Ministers of 25 October 2021 on the remuneration of local government employees (Rozporządzenie Rady Ministrów z dnia 25 października 2021 r. w sprawie wynagradzania pracowników samorządowych) has established the following positions for childminders in crèches or kids’ clubs administered by LGUs: junior childminder, childminder and senior childminder. Childminders can also apply for the position of head of a crèche or kids’ club (see Chapter 10.1 ‘Management staff for early childhood and school education’). 

Similar positions exist for day-care providers employed in public crèches or kids’ clubs administered by LGUs: junior day-care provider, day-care provider and senior day-care provider. 

Conditions for promotion are set out in internal regulations of the entity that employs childminders and day-care providers. 

Crèches or kids’ clubs administered by entities other than LGUs 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

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 9.2.3 ‘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 programme, during which the teacher will enhance 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 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:

1. 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;
2. 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;
3. is able to identify pupils’ needs and individualise teaching;
4. is able to apply the knowledge of psychology, pedagogy and teaching methodology in his / her work;
5. is familiar with the pupils’ environment and can address in his / her work local community issues and issues of contemporary society and civilisation;
6. 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.

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:

1. improvement of working methods, including the use of information and communication technologies, and enhancement of knowledge and skills to improve the school’s performance;
2. 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;

3. ability to use active learning methods in the work with pupils and multimedia and digital tools supporting the learning process;
4. at least one of the following tasks successfully carried out:  

   • 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 working for an association or another 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.

The grade of chartered teacher is awarded by the minister responsible for school education. 

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, the head of the Regional Education Authorities (REA) or an inspector in the school education administration. 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 adviser or teacher-consultant in an in-service teacher training institution. 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

Teachers look for a job on an individual basis, directly in nursery schools, and schools and other educational institutions. They are free to change their job or give up work in the school education sector and take up employment in other sectors of the national economy.

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 9.2.4 ‘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

An employment contract with a childminder working in a crèche or kids’ club 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. 

A service contract for a day-care provider must include a provision on the termination of the contract. The contract defines a period of notice. However, a contract can also be terminated with immediate effect, with no period of notice, if the day-care provider has breached his / her duties resulting from the contract. 

A service contract signed between a nanny and the parents, lone parent or guardian of the child 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 resulting from the contract by the contractor. 

Preschool education and school education

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 his/her own request, terminates their 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 depends 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 for a teacher is terminated at the end of the school year, based on a 3-month notice. 

A contract is terminated if the teacher did not obtain the appointed teacher grade (see Chapter 9.2.9 ‘Promotion, advancement’) within 6 years of the starting date of the induction phase (see Chapter 9.2.3 ‘Induction’). After the termination of such an agreement, the teacher can be hired on a fixed-term employment contract for 1 school year. Such one-year contracts can be concluded more than once. 

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

Retirement and pensions

Care for children aged up to 3 years

Staff taking care of children aged up to 3 years can retire at the state pension age of 60 years for women and 65 years for men. 

Preschool education and school education

Teachers may apply for the following types of benefits: 

• a retirement pension at the state pension age; 

• a teacher retirement pension: an early retirement pension;

• a teacher compensation allowance. 

Retirement pension at the state pension age

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

Teacher retirement pension based on the Teachers’ Charter

The Teachers’ Charter (Karta Nauczyciela) allows teachers to retire under specific conditions before reaching the state pension age. 

Early retirement pensions are available to teachers who: 

• started to work before 1 January 1999; 

• have a documented contributory (social security contribution) period of at least 30 years, including at least 20 years of employment in the position of teacher. 

Teachers who meet these conditions may also retire if their employment relationship is terminated or expires in connection with 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. 

An early retirement pension is equal to an amount which results from dividing the retirement pension base, calculated in accordance with specific regulations, by the average life expectancy for people at the age when the teacher retires. 

For early retirement, teachers should terminate, at their request, their employment relationship. 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 (for nursery schools and most schools, the Head of the Regional Education Authorities). In such cases an employed teacher can be allocated up to ½ of the compulsory teaching load.

Teacher compensation allowance

Teacher compensation allowances are the equivalent of bridging retirement pensions for people performing jobs of a specific nature or in special conditions. 

Those entitled to compensation allowances are teachers working in nursery schools, schools, continuing education institutions, youth education centres, youth social therapy centres, special education centres and counselling and guidance centres. 

Teachers can be granted a compensation allowance if they meet the following three conditions: 

• have reached a specific age: 

  • for women: the age of 55 in the years 2009–2024; 56 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: the age of 55 in the years 2009–2014; 56 in the years 2015–2016; 57 in the years 2017–2018; 58 in the years 2019–2020; 59 in the years 2021–2022; 60 in the years 2023–2024; 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 work experience, including at least 20 years of teacher work in one of the afore-mentioned types of institutions, with at least ½ of the statutory teaching load; and

• terminate their employment relationship. 

A compensation allowance is equal to an amount which results from dividing the retirement pension base (calculated according to the same rules as for retirement at the state pension age) by the average life expectancy for people aged 60. The amount of the allowance may not be lower than the lowest retirement pension. Teachers are entitled to receive such an allowance until they retire. When a teacher retires, the retirement pension base is not reduced by the amounts that he/she has received as compensation allowances.