Polish labor law regulations on sick leave and job seeking

Under Polish labor law, frequent or long-term sick leave does not automatically guarantee job security. While employees are generally protected during justified absences, the Supreme Court has indicated that employers may justify termination if absences cause significant organizational problems, hinder task completion, or generate excessive costs.

Specific termination rules apply based on employment duration. For those employed for less than six months, an employer may terminate the contract if illness lasts longer than three months. For employees with at least six months of service, termination is possible after the combined period of sick pay, sick allowance, and the first three months of rehabilitation benefits has expired. Exceptions exist for work-related accidents or occupational diseases, which carry longer protection periods.

Additionally, employees facing termination initiated by the employer are entitled to paid leave to search for new employment during their notice period. The duration of this leave depends on the notice period: two working days for notice periods of two weeks to one month, and three working days for a three-month notice period. Unused job-seeking days are not compensable via monetary equivalent.