Source: https://www.hrcomplianceassist.com/poland/summary-chart
Timestamp: 2020-05-30 20:37:07
Document Index: 412932713

Matched Legal Cases: ['Art. 7', 'Art. 94', 'Art. 125', 'Art. 51', 'Art. 113', '§ 1', '§ 3', 'Art. 22', '§ 3', 'Art. 5', 'Art. 291', '§ 1', 'Art. 74', 'Art. 70', '§ 1', 'Art. 291', '§ 1', 'Art. 476', '§ 3', 'Art. 70', '§ 1', 'Art. 86', '§ 1', 'Art. 74', 'Art. 30']

Poland - Summary Chart
Dependent on date of hire: - After January 1, 2019: Minimum 10 years - Between January 1999 - December 2018: Minimum 50 years, or shortened minimum of 10 years if submit information report to Social Security Institution (starting from the end of calendar year in which report was submitted) - Before 1999: Minimum 50 years
10 year period: from end of calendar year after employment contract was terminated or expired 50 year period: from employee termination
Act on Amendment of Some Acts in Connection with Shortening the Period of Storage of Employee Files and their Electronicisation (2018), Art. 7 The Labor Code, Art. 94, 9b Act on Pensions from Social Security Fund, Art. 125a, 4a Act on National Archiving System and Archives, Art. 51u, 1 (binding before 2019)
See "Contracts" section, above
See "Contracts" section, above Disciplinary measures: Penalty is deemed to be of no effect and the penalty notice should be removed from the employee’s personal file after one year of faultless work
See "Contracts" section, above Disciplinary measures: The Labor Code, Art. 113 § 1
Maximum: Only retain personal data as long as necessary for purpose
Where legally allowed, retain only as long as necessary to complete hiring process (or as required for binding laws)
Applicants who are not hired: Only retain until conclusion of hiring process Applicants who are hired: Recruitment records are part of employee files (Follow schedule listed in "Contracts" section, above)
Best practice based on GDPR Act on Amendment of Some Acts in Connection with Shortening the Period of Storage of Employee Files and their Electronicisation (2018) Regulation of the Minister of Family, Labor and Social Policy on employee documentation (2018), § 3 point 2 (a)
Tracking/recordings (biometric, geo-location, online tracking): Retain only as long as necessary for purpose Camera and other monitoring (for allowed purposes): Maximum 3 months (may be extended in the event of legal proceedings). Employees must receive notice in advance.
Best practice based on GDPR The Labor Code, Art. 22 (2) § 3 - 4
Employee documentation regarding employees performing mining work and work equivalent to mining work: 50 years
From employee termination
Act on Amendment of Some Acts in Connection with Shortening the Period of Storage of Employee Files and their Electronicisation (2018), Art. 5
General: 3 years Private medical insurance records (if offered by employer): Minimum 6 years
General: From termination of employment contract Private medical insurance records: From contract's termination
Labor Code, Art. 291 § 1 Act on Accounting, Art. 74 Tax law, Art. 70 § 1
From termination of employment contract
Labor Code, Art. 291 § 1
Minimum: during the existence of the company and 5 years after its liquidation/termination (i.e., until lapse of retention periods in Act on Accounting and Tax law)
From beginning of year following the financial year to which record relates
Commercial Companies Code, Art. 476 § 3 Act on Accounting, Arts. 74 and 76 Tax law, Art. 70 § 1; Art. 86 § 1
Act of 29 September 1994 on Accounting, Art. 74
Accident reports and related records: Minimum 10 years
The Labor Code, Chapter VII, Art., 234
Medical records relating to radiation exposure: Category A workers (who may be exposed to a radiation dose exceeding 6 mSv in 1 year or an equivalent dose exceeding 15 mSv in 1 year for eye lense or 150 mSv in 1 year for skin and extremities) - Minimum: until employee reaches 75 years or, 30 years from last date of exposure
From termination of work in exposure conditions
Atomic Energy Act (2000), Art. 30, 3