Beginning in January 2026, new regulations will come into force in Poland that redefine how work experience is calculated. The changes will extend to as many as five million people, including those who previously worked under civil law contracts or operated sole proprietorships (JDG). According to experts from Personnel Service, the reform presents both opportunities for workers and significant challenges for HR departments. The adjustment will allow non-traditional forms of employment—such as civil contracts and self-employment—to be officially included in seniority calculations. For employees, this opens the door to rights previously reserved for full-time workers, such as longer annual leave and eligibility for severance pay. According to Krzysztof Inglot, labour market expert and founder of Personnel Service, “This reform is a milestone in levelling the playing field between traditional and non-standard forms of employment.” Greater Benefits and Career Opportunities In practical terms, the reform means that many workers will now surpass the 10-year service threshold, entitling them to 26 days of paid leave annually. It also expands access to longer notice periods and severance packages. For those seeking employment in public administration or state-owned institutions, previously inaccessible positions may now become available. Civil law contracts and periods of self-employment will now count towards the required experience, broadening eligibility for candidates who had previously been excluded from such recruitment processes. Administrative and Operational Impact on Employers For employers, the upcoming changes require immediate attention. HR departments will need to audit historical records to identify eligible former contract workers and self-employed individuals. This includes preparing internal systems for data entry, updating payroll processes, and verifying documentation submitted by employees. The new rules are expected to increase operational costs. These include the financial burden of additional paid leave and severance pay, as well as the administrative load of processing revised seniority claims. Recruitment policies may also need to be adjusted, as seniority will now play a greater role in candidate evaluation and salary levels. Inglot notes that early preparation will be key: “Employers that start now will be better positioned to manage the transition without disruption. These changes can also be an opportunity for companies to improve transparency and strengthen organisational culture.” Background Context According to a Ministry of Finance report, sole proprietorships account for over 80% of business activity in Poland. Meanwhile, more than 2.4 million people were working under civil contracts as of late 2024, with nearly half combining this with other forms of employment. While the proportion of such workers is significant, their legal entitlements have historically lagged behind. The 2026 reform marks a shift in recognising diverse forms of work and aligning them more closely with standard employment protections. As implementation approaches, both workers and employers are urged to prepare for the wide-reaching effects of this legislative change.