As the summer season begins, many young people are taking their first steps into the working world or returning to familiar vacation jobs. But contrary to popular belief, not every teenager can legally pick strawberries or help out in a restaurant. Regulations clearly define who can work, from what age, and under what conditions. Experts from Job Impulse, a temporary employment agency and member of the Polish HR Forum, outline the key legal frameworks. Here’s what to know before signing a contract or allowing your child to take on summer work.
Age Matters in Employment Contracts
Under Polish civil law, a minor is anyone under 18. However, in labor law, the relevant category is a “juvenile worker”—defined as someone aged 15 to 18.
Juveniles aged 15+ (who have completed primary school) can legally work under an employment contract, without needing parental consent. Teenagers aged 13 to 15 can only perform specific tasks under a civil contract (such as a contract of mandate), and only with parental and labor inspector approval.
For children under 16, work is restricted to artistic, cultural, sports, or advertising industries, again requiring both parental and labor inspector consent.
Harvesting Fruits? Technically Illegal for Minors
Juveniles without vocational qualifications can only perform light work or work as part of vocational training. This refers to tasks that do not endanger their health or development and do not interfere with their education.
Each employer must maintain a list of approved light work and have it validated by a labor inspector. Examples include office assistance, light cleaning, or simple handicrafts.
A separate list outlines prohibited tasks for juvenile workers. These include activities involving excessive physical strain, forced body posture, or exposure to harmful substances. Contrary to common belief, fruit and vegetable harvesting is generally prohibited for minors due to the extended bending posture it requires, which is considered unsafe.
Some exceptions apply for 16–18-year-olds as part of formal vocational training, where limited exposure to otherwise restricted tasks may be permitted.
Working Hours Are Stricter for Minors
During school holidays, minors may work longer hours than during the school year—but still face limitations:
- Ages 16–18: max 7 hours/day, 35 hours/week
- Under 16: max 6 hours/day, 30 hours/week
During the school year, these limits drop to 2 hours/day and 12 hours/week. Importantly, minors cannot attend school and work on the same day—education and employment must be kept separate.
No Overtime or Night Shifts
Juveniles cannot work overtime or during night hours (typically 10 p.m. to 6 a.m., or from 8 p.m. for those under 15).
Employers must ensure:
- 14 consecutive hours of daily rest
- 48 hours of weekly rest, including Sunday
- A 30-minute break after 4.5 hours of work
Vacation and Pay
After 6 months of employment, minors earn 12 days of paid leave; after a full year, this increases to 26 days, valid until they turn 18.
If they haven’t accrued enough leave, they may request advance leave (especially relevant for school breaks), or unpaid leave (not to exceed two months when combined with paid leave). Notably, even unpaid leave counts toward work seniority.
Juveniles are entitled to fair compensation in line with the scope of their duties. For employment contracts, social security contributions are mandatory, and the time worked counts toward future pension rights.
What If an Accident Happens?
Accident protection depends on the type of employment:
- Juveniles with employment contracts are covered by social security and can access ZUS benefits.
- Those on civil contracts or no longer in school may need to seek compensation through civil litigation, with liability falling on the contractor.
This highlights the importance of clearly defined employment terms and safe working conditions.
Penalties for Non-Compliance
Employers who violate employment laws for minors can face fines from 1,000 to 30,000 PLN. For this reason, many companies prefer hiring workers aged 16 or older, to reduce legal risks.
Government Subsidies for Vocational Training
Employers hiring minors under vocational training contracts and possessing the required qualifications can apply for cost reimbursement. The typical amount is 8,081 PLN for a full three-year training cycle. Shorter training programs are funded proportionally (e.g., 254 PLN per full month), and some in-demand professions may qualify for more than 10,000 PLN.
Applications must be submitted to the local municipal office, with decisions made after document verification. This aid is classified as de minimis public assistance and is subject to a cap.
Final Thoughts
“A summer job isn’t just a first step into adulthood—it’s a legal maze where it’s easy to get lost. Understanding the rules protects both young people and employers. Legal employment is not just about compliance—it’s the foundation of a safe, inclusive work environment that respects the rights of young workers,”
— Łukasz Koszczoł, CEO of Job Impulse
Source: ManagerPlus.pl
