{"id":792480,"date":"2021-10-14T18:50:33","date_gmt":"2021-10-14T16:50:33","guid":{"rendered":"https:\/\/talenti.pl\/?post_type=materialy&p=792480"},"modified":"2025-09-16T17:39:31","modified_gmt":"2025-09-16T15:39:31","slug":"what-form-of-work-do-you-prefer-types-of-employment-contracts","status":"publish","type":"materialy","link":"https:\/\/talenti.pl\/en\/materials\/what-form-of-work-do-you-prefer-types-of-employment-contracts\/","title":{"rendered":"What form of work do you prefer? Types of employment contracts."},"content":{"rendered":"\n

We have prepared a summary in a nutshell for you redarding different types of contracts. We have discussed their advantages and disadvantages and the rights you have when you decide to work on a contract of mandate or an internship contract. Read about what it’s like to work on different types of contracts and decide which suits you best. At last, all the useful knowledge in one place on the internet. Enjoy!<\/p>\n\n\n\n

\"Types
Types of employment contracts. And what form of work do you prefer?<\/figcaption><\/figure>\n\n\n\n

Contract of mandate<\/strong><\/h2>\n\n\n\n

Purpose<\/strong>: Dilligent execution of an assignment entrusted by the mandator (with no responsibility for the effect and consequences) for which we are compensated.<\/p>\n\n\n\n

Place<\/strong>: Freedom to choose the place of work. Depending on the type of mandate, it may not be necessary to carry it out in a single place indicated by the mandator.<\/p>\n\n\n\n

Time<\/strong>: The mandated party is free to determine the time frame in which they will carry out the work.<\/p>\n\n\n\n

Legal basis<\/strong>: Civil Code.<\/p>\n\n\n\n

The employer breaks the provisions of the contract<\/strong>: the mandated party has the right to pursue their contractual claims in a court of general jurisdiction.<\/p>\n\n\n\n

Labour court:<\/strong> The labour court does not have jurisdiction here, with the exception of a lawsuit to establish the existence of an employment relationship before the labour court. Such a lawsuit is not subject to any fee.<\/p>\n\n\n\n

Remuneration<\/strong>: Hourly, gross (stated before the deduction of mandatory fees and taxes)<\/p>\n\n\n\n

Advantages<\/strong>: Contractual activities do not have to be performed at a specific place or time, nor does the mandated party have to perform the activities personally; they may delegate them to another person.<\/p>\n\n\n\n

Termination of the contract<\/strong>: A contract of mandate can be terminated from one day to the next, which means that the contract is terminated with immediate effect. Unless a notice period is specified in the contract.
Termination can be communicated to the mandator in writing or verbally – it is important to make it clear that you are terminating the contract and no longer wish to perform the work.<\/p>\n\n\n\n

Remember,<\/strong> a contract of mandate or a contract for performance of a specific task are not included in your job seniority!<\/p>\n\n\n\n

Fees that the employer must cover<\/strong>: When a contract of mandate is the employee’s only claim to insurance, the employer must pay fees for:<\/p>\n\n\n\n

    \n
  • disability insurance,<\/li>\n\n\n\n
  • pension,<\/li>\n\n\n\n
  • accident insurance (only if the work is carried out on the employer’s premises),<\/li>\n\n\n\n
  • health insurance.<\/li>\n<\/ul>\n\n\n\n

    Important<\/strong>: If you are a student under the age of 26; your employer is only exempt from paying the fees if the mandated party is a student under the age of 26 who is already insured by their school, university, parent or guardian.<\/p>\n\n\n\n

    If you reach the age of 26, your employer is obliged to register you for social security (compulsory pension, disability and accident insurance, and optional sick leave insurance), as well as for health insurance – unless you are already employed at a place that covers this fee.<\/p>\n\n\n\n

    Contract of employment<\/strong><\/h2>\n\n\n\n

    It is human activity of physical or intellectual nature that serves to satisfy human needs, and seeks to achieve a certain tangible or intangible objective through teamwork.<\/p>\n\n\n\n

    Purpose<\/strong>: To perform duties by order of the employer, or of an operating (authorised) individual.<\/p>\n\n\n\n

    Place<\/strong>: Performing a certain type of work under the employer’s supervision and at a location designated by the employer, or acting on behalf of the employer, for which we receive remuneration.<\/p>\n\n\n\n

    Working time<\/strong>: The employee declares to perform work in the time designated by the supervisor.<\/p>\n\n\n\n

    Legal basis<\/strong>: Labour Code<\/p>\n\n\n\n

    Labour court<\/strong>: The employee has the right to pursue claims against the employer in the labour court.<\/p>\n\n\n\n

    The employer does not comply with Labour Law<\/strong>: Such an employer can be reported to the State Labour Inspection.<\/p>\n\n\n\n

    Compensation in the contract<\/strong>: Monthly, gross (before the deduction of compulsory taxes and fees)<\/p>\n\n\n\n

    IMPORTANT<\/strong>: It is forbidden to replace a contract of employment with another civil law contract (e.g. a contract of mandate, or a contract for performance of a specific task, setting up a sole proprietorship) while maintaining the conditions for performing “work”.<\/p>\n\n\n\n

    IMPORTANT<\/strong>: Your employment contract must be in writing.<\/p>\n\n\n\n

    NOTE<\/strong>: You have probably come across adverts where someone offers a “job” and the type of contract is a mandate, or a contract for performance of a specific task. Be on the lookout for these differences, as employers often use a commission contract interchangeably, instead of a contract of employment, even though your responsibilities and the nature of your activities fall under the scope a contract of employment.<\/p>\n\n\n\n

    Types of contracts of employment<\/strong><\/h2>\n\n\n\n

    Contract for a trial period<\/strong>: Its length cannot exceed 3 months.<\/p>\n\n\n\n

    After this period, the employer may employ for a trial period once again if you are to be employed to perform another type of work.<\/p>\n\n\n\n

    Fixed-term contract:<\/strong> You cannot be employed for more than a total of 33 months under a fixed-term employment contract. The total number of these fixed-term contracts cannot exceed three.<\/p>\n\n\n\n

    Permanent contract<\/strong>: It can be assumed that if the period of employment under a fixed-term contract is longer than a period of 33 months, or more contracts have been signed, each subsequent contract makes the employee an indefinite-term employee.<\/strong><\/p>\n\n\n\n

    The employer may offer a contract for an indefinite period of time immediately after the trial period.<\/p>\n\n\n\n

    An indefinite contract is the most favourable contract from the employee’s point of view. This is influenced by a number of factors:
    <\/strong>
    – long notice periods<\/p>\n\n\n\n

    – the obligation for the employer to state the reason for termination in the termination notice<\/p>\n\n\n\n

    – guaranteed minimum wage<\/p>\n\n\n\n

    – protection during justified absence from work<\/p>\n\n\n\n

    – pre-retirement protection<\/p>\n\n\n\n

    – entitlement to unemployment benefits<\/p>\n\n\n\n

    – employee benefits<\/p>\n\n\n\n

    – obligation to consult the employer’s trade union organisation (if any) on the notice of termination<\/p>\n\n\n\n

    Mandatory fees and contributions<\/strong>: You can find everything about the fees and contributions for Contracts of Employment in the Labour Code.<\/p>\n\n\n\n

    The Contract of Employment is terminated:
    <\/strong>
    1) by means of agreement of the parties;<\/p>\n\n\n\n

    2) by means of a statement of one of the parties with the notice period upheld (contract termination with notice period);<\/p>\n\n\n\n

    3) by means of statement of one of the parties with the notice period not upheld (contract termination without notice period);<\/p>\n\n\n\n

    4) at the end of the period for which the contract was concluded.<\/p>\n\n\n\n

    Termination of the contract should be submitted in writing.<\/strong><\/p>\n\n\n\n

    <\/p>\n\n\n\n

    <\/p>\n\n\n\n

    Internship<\/strong><\/h2>\n\n\n\n

    Student internship contract<\/strong><\/h2>\n\n\n\n

    With such an internship contract, the terms and conditions are predetermined and cannot be negotiated. It is an agreement between the university and the employer.<\/p>\n\n\n\n

    An internship contract from the labour office<\/strong><\/h2>\n\n\n\n

    Usually, people registered as Unemployed at the Labour Office are sent to internships. The internship is paid from the Labour Fund or EU funds.<\/p>\n\n\n\n

    In addition, an internship from the labour office counts towards:<\/p>\n\n\n\n

    > pension
    > paid time off
    > job seniority.<\/p>\n\n\n\n

    The internship contract is subject to the Civil Code.<\/p>\n\n\n\n

    Social security fees are to be paid while on it.<\/p>\n\n\n\n

    Contract for performance of a specific task<\/strong><\/h2>\n\n\n\n

    Purpose<\/strong>: To perform a designated work that will have a tangible material and intangible result. The person who performs the work is responsible for the result.<\/p>\n\n\n\n

    Remuneration<\/strong>: Agreed in total for the work<\/p>\n\n\n\n

    Place<\/strong>: Any location<\/p>\n\n\n\n

    Legal<\/strong> basis<\/strong>: Civil Code<\/p>\n\n\n\n

    Advantages<\/strong>:<\/p>\n\n\n\n