Employing juvenile workers (pracownicy młodociani) is an important part of the Polish labour market, giving young people the chance to gain their first work experience. Pay for this group of employees is governed by special rules and is regularly updated on the basis of statistical data on the average wage in the national economy.
The amounts paid to juvenile workers change every quarter (the percentage rates have applied at their current level since 1 September 2023), which directly affects employment costs and employers' obligations. Understanding these rules is key to running HR policy properly and complying with labour law.
Who is a juvenile worker under the Labour Code
The definition of a juvenile worker is set out precisely in the Polish Labour Code (Kodeks pracy) and covers people who meet certain age and education criteria. Under the rules in force, a juvenile worker is a person who has reached 15 years of age but not yet 18 years. This basic age criterion is the foundation for the further rules on employing this group.
A juvenile worker must have completed at least the 8-year primary school and present a medical certificate confirming that the planned work does not endanger their health. These requirements are meant to protect young people from work that could harm their physical or mental development
The basic requirements for a juvenile worker include:
- Having reached 15 years of age (with exceptions set out in the law)
- Having completed the 8-year primary school
- Holding a valid medical certificate
- Consent of the legal representative (in cases set out in the law)
- No health contraindications to the planned work
There are, however, special cases that allow people who do not meet the standard criteria to be employed under the rules for juveniles. The first is the possibility of employing a person who has not yet reached 15 years of age or completed the 8-year primary school, but only for vocational preparation in the form of training for a specific job (przyuczenie do wykonywania określonej pracy).
Another exceptional situation is employing a person who has completed the 8-year primary school but has not yet reached 15 years of age. In this case, they may be employed in the calendar year in which they reach that age, without additional consents or opinions. This applies to vocational training contracts (nauka zawodu), job training contracts and contracts for light work.
A person who completed the 8-year primary school before the year in which they turn 15 may be employed only under a vocational training contract. This, however, requires the consent of the legal representative or guardian and a positive opinion from a psychological and educational counselling centre
Special rules also cover people who turned 18 while still attending the 8-year primary school. They may be employed under the rules for juveniles in the calendar year in which they completed that school, which ensures continuity of their education and career path.
Types of contracts for juvenile workers
A juvenile worker may be employed under two main types of contract, each serving different purposes and with different features. The first type is an employment contract for light work, which allows juveniles to take up work that requires no special qualifications and does not endanger their health or development.
The second type is an employment contract for vocational preparation, which covers various forms of practical training. Within this category there are vocational training contracts and contracts for training for a specific job. Each of these forms has its own aims and requirements, adapted to the needs of young people entering the labour market.
Main types of contracts for juveniles:
- Vocational training contract (no longer than 36 months)
- Contract for training for a specific job (from 3 to 6 months)
- Contract for light work (no training element)
- Fixed-term contract (in certain cases)
Vocational training contracts are particularly important for juveniles, because they let them gain specific professional qualifications under the supervision of experienced employees. This type of contract combines education with practical work experience, which is a solid foundation for a future career
Training for a specific job is more practical and focuses on mastering the specific skills needed to perform particular tasks at the workplace. Employers who need staff for specific tasks typical of their sector or position often choose this type of contract.
The choice of contract depends on the goals of both the employer and the juvenile worker. Employers must take into account the nature of their business, the positions available and their ability to provide proper supervision and training. Juvenile workers, in turn, should consider their educational and career goals and their preferences regarding the type of work. Before starting work, a juvenile must undergo a medical examination — occupational medical examinations of employees are discussed elsewhere on the blog.
Rules for setting the pay of juvenile workers
The pay system for juvenile workers in Poland is based on strict legal rules that link pay to the average monthly wage in the national economy. This mechanism ensures that juveniles' pay is regularly adjusted to general wage trends in the country, which protects them against a fall in the real value of what they receive.
The basis for calculating juveniles' pay is the average monthly wage in the national economy in the previous quarter, announced by the President of Statistics Poland (GUS) in the official journal Monitor Polski. The new pay rates apply from the first day of the month following the announcement.
The process of setting juveniles' pay follows these steps:
- The President of GUS publishes data on the average wage in the national economy
- The new amounts for juveniles are calculated from this data using the percentage rates
- The new rates take effect from the first day of the following month
- Employers adjust the pay of their juvenile workers
- The changes apply until GUS publishes the next data
Juveniles' pay is calculated as a set percentage of the average monthly wage in the national economy. This percentage system differentiates pay according to the stage of vocational training, which motivates juveniles to continue their professional development and gain further skills
The percentage structure is progressive, which means that pay rises as vocational training progresses. This mechanism is meant to encourage juveniles to persevere in their education and to recognise their growing skills and experience.
The system also makes employment costs transparent and predictable for employers, who can plan their HR budgets taking into account regular updates of juveniles' pay. At the same time, it links juveniles' pay to the current level of wages in the country. We calculate juveniles’ pay at the current rates for clients using our HR and payroll services.
Percentage rates by stage of training
The pay of a juvenile worker is closely linked to the stage of their professional development, which is reflected in the different percentage rates used to calculate pay. The system is designed to motivate juveniles to continue learning and developing their skills.
For juveniles in the first year of vocational training, minimum pay is not less than 8% of the average monthly wage in the national economy in the previous quarter (§ 19 of the Council of Ministers regulation of 28 May 1996 on vocational preparation of juveniles and their pay). The same rate applies to a juvenile in year I of a first-level sectoral vocational school (branżowa szkoła I stopnia) if they complete their theoretical education at that school – and correspondingly in years II and III. Separate rules also govern their time off — annual leave for juvenile workers is covered in a dedicated guide.
In the second year of training, the rate rises to not less than 9% of the average monthly wage in the national economy. This one-percentage-point increase recognises progress in training and the growing skills of the juvenile, who has already mastered the basics and can perform more complex tasks with less supervision.
The third year of vocational training carries the highest rate of not less than 10% of the average monthly wage in the national economy. This rate reflects the advanced level of the juvenile's skills: they are close to completing their training and can perform most professional tasks on their own
A separate category is juveniles in training for a specific job, for whom the rate is not less than 7% of the average monthly wage in the national economy in the previous quarter. This lower rate reflects the fact that job training is usually shorter and focuses on mastering specific, narrow skills.
All these rates are minimum levels, which means that employers have the right to pay juveniles more. Remember, however, that higher pay also means higher insurance contributions and other employment-related costs.
Current pay rates for juvenile workers in 2026
According to data published by the President of Statistics Poland, the average wage in the second quarter of 2026 was PLN 9,233.13. This figure was officially announced in Monitor Polski 2026, item 779 (11 August 2026), and is the basis for calculating the current pay of juvenile workers.
The new pay rates apply from 1 September 2026 until rates calculated from the average wage for the third quarter of 2026 take effect – from the first day of the month after it is announced in Monitor Polski. These updates are mandatory and employers may not ignore them.
Juveniles in the first year of vocational training are entitled to pay of at least PLN 738.65 per month. This amount is 8% of the average wage in the national economy and applies to all juveniles starting their vocational training
For juveniles in the second year of vocational training, minimum pay is PLN 830.98, which is 9% of the average wage in the national economy. This increase of over PLN 92 compared with the first year is a significant incentive to continue training and professional development.
The highest pay in vocational training is due to juveniles in the third year, who receive at least PLN 923.31 per month. This amount equals 10% of the average wage in the national economy and reflects an advanced level of skill and independence in performing professional tasks.
Juveniles in training for a specific job receive pay of at least PLN 646.32 per month (7%, § 20 of the regulation). This amount is the lowest of all categories, because job training is a short preparatory training
| Juvenile category | Percentage of the average wage | Minimum amount | Period of application |
|---|---|---|---|
| Year I of vocational training | 8% | PLN 738.65 | from 1.09.2026 (until rates based on Q3 2026 data) |
| Year II of vocational training | 9% | PLN 830.98 | from 1.09.2026 (until rates based on Q3 2026 data) |
| Year III of vocational training | 10% | PLN 923.31 | from 1.09.2026 (until rates based on Q3 2026 data) |
| Job training | 7% | PLN 646.32 | from 1.09.2026 (until rates based on Q3 2026 data) |
Paying more than the minimum
The amounts presented for juvenile workers are minimums, which means employers are completely free to pay their juvenile workers more. This flexibility lets employers adapt pay policy to their sector, the company's financial situation and the individual merits and skills of the juvenile.
A decision to pay more than the minimum may be driven by various factors. Employers often pay more to attract the most talented juveniles, especially in sectors short of skilled workers. Higher pay can also be a motivational tool, encouraging juveniles to engage more in training and work.
Factors influencing the decision to pay more:
- The nature of the sector and the demand for skilled workers
- The juvenile's individual skills and commitment
- The company's financial situation
- Competitiveness on the local labour market
- A long-term staff development strategy
Paying more than the minimum means a proportional increase in the employer's insurance contribution costs. Higher pay means higher social and health insurance contributions, which employers must factor into their financial calculations
Some employers use bonus systems or incentive allowances for juveniles who show particular commitment, learn quickly or achieve outstanding results in their vocational preparation. Such solutions can significantly improve the quality of training and juveniles' satisfaction with it.
Example of an incentive system: A mechanical company introduced a bonus system for educational achievements, under which juveniles receive an allowance of PLN 100 for each partial exam passed and a PLN 300 bonus for completing a year of training with a very good grade. In addition, the best trainees can take part in paid external courses, which increases their value on the labour market.
It is also worth remembering that in some regions or sectors where living costs are higher or there is particular demand for young workers, employers may have to offer pay above the minimum rates to compete effectively for the best candidates.
Employers deciding to pay more should, however, carefully analyse the long-term financial consequences of such a decision, taking into account not only direct pay costs but also the related contributions and other employee benefits.
Sick pay for juvenile workers
Sick pay for juvenile workers is governed by the same rules as for adult employees, which ensures equal treatment of all staff regardless of age. The basis for calculating sick pay is the average pay received by the employee over the 12 months preceding the illness.
This calculation method means that a juvenile's sick pay does not depend on the current minimum rates for their category, but on the actual pay they received before the illness. This is beneficial for juveniles whose pay may have risen during the contract or who received allowances and bonuses.
Procedure for calculating sick pay for juveniles:
- Determine the reference period (the last 12 months before the illness)
- Add up all pay received in that period
- Divide the total by the number of months worked
- Calculate the average monthly pay
- Apply the appropriate sick pay percentage under the rules
Calculating sick pay on the basis of average pay from 12 months means that juveniles who have moved to a higher stage of training and receive higher pay will have this reflected in their sick pay. The system ensures fair treatment and protects income during incapacity for work
For juveniles who have not worked a full 12 months before falling ill, the basis is the average pay for the period they actually worked. This rule is particularly important for juveniles at the start of their working life, who may fall ill in their first months of employment.
Employers must remember to document properly all pay received by juveniles, because this data will be needed to calculate sick pay correctly. Particular attention should be paid to periodic pay changes resulting from the juvenile moving to a higher stage of training.
The system limits the drop in juvenile workers' income during temporary incapacity for work. At the same time, it motivates employers to keep reliable records of all benefits paid to juvenile workers.
Continuing training after reaching adulthood
Special rules apply to people who reach adulthood during their vocational training or job training. Under the rules in force, people who reach adulthood before completing vocational training or training for a specific job complete that training on the terms set for juveniles (§ 13 and § 18a of the regulation of 28 May 1996).
This rule is fundamental for the continuity of training and ensures stable employment terms for people who started vocational training as juveniles. Thanks to it, young people do not have to fear a sudden change in their employment terms because they reach adulthood during the contract.
Rules for continuing training after reaching adulthood:
- Keeping the existing pay system based on the rates for juveniles
- Keeping all the terms set out in the original contract
- Continuing training until it is formally completed
- Keeping the special legal protection typical for juveniles
- The possibility of completing the full vocational training cycle without formal obstacles
Continuing training on the terms for juveniles after reaching adulthood applies both to pay and to other employment terms set out in the original contract. This means that a person who has turned 18 will still receive pay corresponding to their stage of vocational training according to the rates for juveniles
This solution protects the interests of both young workers and employers. Young people can be sure that turning 18 will not interrupt their education and career path, and employers can plan the training and development of their trainees without having to change employment terms suddenly.
The rule is particularly important for three-year vocational training cycles, where a trainee is very likely to reach adulthood during the contract. Without such legal protection, many young people could be forced to interrupt their vocational training for formal reasons.
Employers should be aware of this rule and inform their juvenile workers that reaching adulthood will not affect their employment terms until they complete their vocational training or job training.
Employer's obligations towards juvenile workers
Employing juvenile workers involves a number of special obligations for the employer that go beyond the standard requirements for employing adults. These additional obligations arise from the need to protect young people properly and to create conditions that support their professional and personal development.
The employer's basic obligation is to provide juveniles with proper supervision and guidance from experienced employees. This supervision should cover not only checking the quality of tasks performed but also systematically passing on professional knowledge and monitoring progress in training. The employer must appoint specific persons responsible for training the juvenile.
The employer's main obligations towards juveniles:
- Providing proper supervision and mentoring
- Keeping records of the vocational training process
- Complying with working time restrictions
- Ensuring safe working conditions
- Regularly updating pay
- Organising health and safety training
- Monitoring progress in vocational training
The employer must keep detailed records of a juvenile worker's vocational training. These records should include the training plan, progress achieved, periodic assessments and all significant events related to training. Inspection authorities may request these records
Another important obligation is to ensure safe and healthy working conditions adapted to the juvenile's age and physical abilities. The employer must carry out a detailed occupational risk assessment specifically for the juvenile's workstation and provide appropriate personal protective equipment and health and safety training.
The employer must also comply with special working time restrictions for juveniles, including the ban on employing them overtime or at night and their right to at least 48 hours of uninterrupted rest every week, including Sunday (Article 203 of the Labour Code). These rules are meant to protect juveniles' health and give them time to rest and continue their education. The general standards from which these limits are measured are presented in working time, working days and public holidays.
Example of good practice: A large construction company employing juveniles training as bricklayers developed a detailed mentoring programme in which each juvenile is assigned an experienced master craftsman. The programme includes weekly progress reviews, monthly meetings with management and a quarterly skills assessment. The company also provides additional training in modern construction techniques and safety when working at height.
As regards pay, the employer must not only comply with the minimum pay rates but also update them regularly in line with the average wage data announced by GUS. Delays in adjusting pay may lead to sanctions from inspection authorities.
Inspection and enforcement of the rules on juveniles
The system for checking compliance with the rules on employing juveniles has several levels and involves various state authorities, each with specific powers and scope of action. The main role is played by the National Labour Inspectorate (PIP), which carries out regular inspections of employers who employ juvenile workers.
These inspections cover checking whether contracts comply with the law, whether pay is calculated and paid correctly, assessing working conditions and checking compliance with working time restrictions for juveniles. Labour inspectors have the right to examine all documentation related to the employment of juveniles and to talk to employees.
The scope of inspection includes:
- Compliance of employment contracts with the law
- Correct calculation and payment of pay
- Compliance with working time restrictions for juveniles
- Health and safety conditions
- Records of the vocational training process
- Payment of insurance contributions
- Compliance with bans on certain types of work
Breaching the rules on employing juveniles is an offence against employee rights – since 8 July 2026 it carries a fine of PLN 2,000 to PLN 60,000 (Article 281 § 1(5) of the Labour Code). Employers may be fined on the spot or by a court, and a labour inspector may issue an order to remedy the irregularities. The amount of the penalty depends on the type and scale of the breaches
In addition, the social insurance authorities check that contributions on juveniles' pay are paid correctly, which is particularly important given the specific way this pay is calculated. Irregularities in this area may result in additional financial burdens for the employer.
The inspection system also includes complaint mechanisms that allow juvenile workers or their legal representatives to report breaches of their rights. Such complaints may lead to ad hoc inspections of specific employers.
Employers should be aware that inspections may be both planned and ad hoc, so it is necessary to comply with all the rules at all times and keep reliable records related to employing juveniles. A proactive approach to compliance can significantly reduce the risk of legal and financial problems.
Outlook for the rules on juveniles
The rules on employing juveniles are constantly evolving, adapting to changing labour market conditions and the needs of young people entering working life. Observed trends point to the growing importance of flexible forms of employment and greater consideration of the specific features of individual sectors in vocational training.
One direction of development is a greater role for technology in juveniles' vocational training. Modern educational tools, simulators and e-learning platforms can significantly improve the effectiveness of training and allow juveniles to gain skills suited to the requirements of today's labour market.
Main trends in the development of the rules:
- Digitalisation of training processes and records
- Greater flexibility in organising working and learning time
- Adapting training programmes to the needs of Industry 4.0
- Stronger cooperation between schools and employers
- New forms of financial support for juveniles
- Harmonisation of standards with European requirements
Possible changes in the vocational education system may affect how juveniles' vocational training is organised and how much they are paid. They may concern, for example, greater flexibility in adapting training programmes to the needs of specific employers and sectors, which could translate into more attractive employment terms for juveniles
Another important aspect of developing the rules is adapting them to European standards and international trends in youth employment. This may include changes to the pay system, new forms of support for juveniles and wider protection of their rights as employees.
The growth of the digital economy and automation may also affect the nature of the occupations juveniles can learn, which in turn may require updating the rules on the types of work they may perform and how their training is organised.
Employers should follow changes in the rules and take an active part in public consultations on new legislation, so that they can prepare properly for implementation and take advantage of the opportunities it may offer.
Practical tips for employers
Managing the employment of juvenile workers effectively requires a systematic approach and a good knowledge of the rules in force. The first step should be to develop internal procedures for recruiting, employing and supervising juveniles that comply with labour law.
It is essential to calculate the costs of employing juveniles correctly, taking into account not only minimum pay but also insurance contributions and the costs of training and supervision. Employers should also plan for regular pay updates in line with the average wage data published by GUS.
Step by step – setting up a system for employing juveniles:
- Prepare a detailed vocational training plan for each juvenile
- Appoint experienced employees as juveniles' supervisors
- Keep systematic records of training progress
- Update pay regularly in line with the rules
- Ensure appropriate health and safety conditions
- Monitor changes in labour law affecting juveniles
- Prepare procedures for inspections by state authorities
Investing in suitable HR software can make it much easier for employers to comply with all the requirements for employing juveniles. Such systems can calculate pay automatically, send reminders about update dates and generate the required documentation
Employers should also consider cooperating with local vocational schools and continuing education centres, which can make recruiting juveniles easier and provide access to specialist knowledge on organising vocational training.
It is also worth taking part in training sessions and conferences on employing juveniles organised by employers' organisations, chambers of commerce and government institutions. Such events are an excellent opportunity to exchange experience and learn best practice in managing young employees.
Example of good practice: A manufacturing company employing 15 juveniles at different stages of vocational training developed a mentoring system in which each juvenile is assigned an experienced employee as supervisor. The system includes regular assessment meetings, individual development plans and a bonus scheme for achieving training goals. Thanks to this approach, the company achieved a 95% vocational training completion rate and high satisfaction among the juveniles.
Additional tools supporting employers:
- Online pay calculators for juveniles
- Templates for vocational training records
- Mobile apps for monitoring trainees' progress
- E-learning platforms with courses for juveniles
- Working time management systems adapted to juveniles
