Free online invoicing software
with KSeF support
How many days of leave are employees entitled to in 2025? What changes, and what should employers and HR and payroll teams watch?
Managing a team involves not only business results but planning employees' work and rest. Annual leave is a fundamental employee right; scheduling it properly is crucial to operations. There are no revolutionary changes to leave length in 2025, but employers should understand current rules and calculate each employee's entitlement correctly. Miscalculated days or poor scheduling cause organisational problems and conflicts. What deserves particular attention in 2025? Read on.
How many days of leave in 2025?
Annual leave rules remain unchanged in 2025: employees have 20 or 26 days depending on length of service. Those with less than ten years' service have 20 days, while those with at least ten years have 26 days. Employees also have four days of leave on demand for emergencies. Special events such as a relative's death or a child's birth entitle them to special leave. The 2025 calendar contains 14 statutory public holidays. Employers should plan leave and cover to keep operations smooth.
Accounting that understands your business
Leave your email address and receive guides supporting your business’s growth once a week
Which forms of work count towards length of service?
Service determining employee rights includes employment under an employment relationship: an employment contract, appointment, election, nomination or cooperative employment contract; under Article 155 of the Labour Code, education periods also count.
Running a business, civil-law contracts (mandate or specific-task), cooperation with a business, agency work and agricultural cooperative membership do not count towards length of service.
Statutory public holidays in 2025
- 1 January (Wednesday): New Year's Day
- 6 January (Monday): Epiphany
- 20 April (Sunday): Easter
- 21 April (Monday): Easter Monday
- 1 May (Thursday): Labour Day
- 3 May (Saturday): Constitution Day
- 8 June (Sunday): Pentecost
- 19 June (Thursday): Corpus Christi
- 15 August (Friday): Polish Armed Forces Day and Assumption of Mary
- 1 November (Saturday): All Saints' Day
- 11 November (Tuesday): Independence Day
- 24 December (Wednesday): Christmas Eve
- 25 December (Thursday): Christmas Day
- 26 December (Friday): Second day of Christmas
What about a shorter working week?
The government has not made a definitive announcement. Two options have been discussed: a four-day week or reducing weekly hours from 40 to 35. Despite employee interest, employers do not currently need to prepare for a revolution in schedules. No specific changes appear likely in 2025. Nevertheless, monitor developments and prepare to adjust timetables and staffing, as changes may significantly affect processes.
Additional maternity leave for parents of premature babies and hospitalised newborns
Rules effective from 19 March 2025 provide additional maternity leave to parents of premature infants and babies requiring extended hospitalisation after birth. They support families whose children need special care. Duration depends on gestational week at birth and birth weight: up to 15 weeks for babies born before week 28 or weighing under 1,000 g; up to eight weeks if born between weeks 28 and 36 and weighing over 1,000 g; and up to eight weeks for babies born after week 37 who require hospitalisation. Employees apply for the leave, so employers should account for it in cover and scheduling.
Force majeure leave: rules and employer obligations
Under Labour Code rules implementing the EU work-life balance directive, each employee can take two days or 16 hours per calendar year for urgent family matters, such as a relative's accident or illness requiring their presence. The employer must grant leave requested no later than the day it is taken; no official application form is required. Employees choose days or hours; part-time entitlement is proportional. Half of salary is paid during force majeure leave, which employers should account for in scheduling and HR and payroll settlement.
Care leave: extra time off for employees
Employers must also follow recently introduced care leave rules under the work-life balance directive. An employee may take five days per calendar year, all at once or in parts, to care for or support a child, parent, spouse or someone in the same household whose health requires it. Apply on paper or electronically at least one day before leave; employers cannot demand medical documents. The leave is unpaid, but it counts towards service, without changing annual or on-demand leave entitlement. It is granted on scheduled working days and the employer cannot refuse it.
If you found this article interesting, explore our HR and payroll services and read how we can help you:
Summary
In 2025 employees still have 20 or 26 days of annual leave depending on service, plus four days on demand. New provisions also concern maternity leave for parents of premature babies, force majeure and care leave. Employers must manage leave properly to avoid organisational problems. Want to learn more or need help managing leave? Contact us!
Interested in this article?
Enter your email address and once a week you will receive practical materials and tips to help you grow your business.
Book a free consultation
Grow your business with accounting combined with advisory services:
or
