- \n
- What rights does a temporary worker have?<\/a><\/span><\/li>\n
- Annual leave for temporary workers<\/a><\/span><\/li>\n
- Holiday pay \u2013 how is it calculated?<\/a><\/span><\/li>\n
- Ile dni urlopu wypoczynkowego przys\u0142uguje pracownikowi tymczasowemu?<\/a><\/span><\/li>\n
- Compensation for unused leave<\/a><\/span><\/li>\n
- Salary and additional benefits<\/a><\/span><\/li>\n
- Social security and health insurance<\/a><\/span><\/li>\n
- Benefits after the contract ends<\/a><\/span><\/li>\n
- When does a temporary worker become eligible for sick pay?<\/a><\/span><\/li>\n
- Are temporary workers entitled to family and care benefits?<\/a><\/span><\/li>\n
- Are temporary workers entitled to family and care benefits?<\/a><\/span><\/li>\n
- Is a temporary worker entitled to compensation for unused leave?<\/a><\/span><\/li>\n<\/ol>\n
Who is a temporary worker and how is the tripartite relationship established?<\/h2>\n
Before discussing rights, we should first understand who a temporary worker is. The definition describes them as a person employed by a temporary work agency but performing work for another entity, the user employer.<\/p>\n
Thus, a tripartite relationship exists, consisting of three cooperating entities:<\/p>\n
- \n
- the temporary work agency, which signs a cooperation agreement with the user employer and with the temporary worker, becoming their formal employer;<\/li>\n
- the temporary worker, employed by the agency but delegated to work for the user employer;<\/li>\n
- the user employer, who supervises the day-to-day performance of tasks by the worker.<\/li>\n<\/ul>\n
This type of employment is time-limited. The worker signs a fixed-term contract, and temporary employment may last up to 18 months within a period of 36 consecutive months while working for one user employer.<\/p>\n
Now that we know the definition of temporary work and the tripartite employment model, it is time to find out what remuneration the law guarantees to a temporary worker.<\/p>\n
What remuneration can a temporary worker expect?<\/h2>\n
When it comes to remuneration, the fundamental principle of equal treatment applies, which must be respected by both the agency and the user employer. The law clearly states that the salary of a temporary worker cannot be lower than that of an employee directly employed by the company in the same position.<\/p>\n
The temporary work agency is responsible for paying remuneration. It may include only the base salary or \u2013 depending on the arrangements \u2013 also bonuses and allowances. A temporary worker cannot earn less than the minimum wage, which as of 1 January 2026 amounts to PLN 4,806 gross.<\/p>\n
If the worker is employed under a civil law contract, the minimum hourly rate applies, amounting to PLN 31.40 gross.<\/p>\n
Can a temporary worker receive lower pay than permanent employees?<\/h2>\n
It is worth clarifying that the principle of equal treatment is indisputable and there are no exceptions allowing differences in pay between temporary and permanent employees in equivalent positions. This is regulated by applicable Polish law, including the Act on the Employment of Temporary Workers of 9 July 2003.<\/p>\n
The principle of equal treatment applies not only to base salary but also to all additional components of remuneration. Any pay discrimination is subject to severe sanctions, including financial penalties imposed by the National Labour Inspectorate.<\/p>\n
For this reason, agencies and employers are advised to maintain transparent pay policies and offer the same employment conditions to all employees, which protects the company against allegations of discrimination.<\/p>\n
Every employee is also entitled to another fundamental right \u2013 the right to rest \u2013 therefore it is important to understand how much leave they may receive under temporary employment.<\/p>\n
How many days of annual leave is a temporary worker entitled to?<\/h2>\n
![\"Prawa](\"https:\/\/pl.gigroup.com\/wp-content\/uploads\/2026\/02\/4-prawa-pracownika.jpg\")
<\/p>\nA temporary worker is entitled to annual leave, which is calculated according to a simple and fixed rule. They are entitled to 2 days of leave for each month during which they remain at the disposal of one or more user employers. This means that, for example, after three months they acquire the right to 6 days of leave.<\/p>\n
The amount of leave does not depend on the employee\u2019s total length of service, which is a significant difference compared to the rules under the Labour Code. The right to leave applies regardless of whether the employee worked for one or several user employers in a given month.<\/p>\n
These clear rules make things easier both for employees and for temporary work agencies and user employers \u2013 they allow for more efficient planning of absences and organisation of team work.<\/p>\n
To avoid any doubts, it is worth understanding exactly how leave is accrued, especially in the dynamic environment of temporary work.<\/p>\n
How is a temporary worker\u2019s annual leave accrued?<\/h2>\n
As mentioned earlier, a temporary worker accrues 2 days of leave for each month worked for a given user employer. Therefore, the amount of leave depends on the period during which they remain at the disposal of a given employer.<\/p>\n
This is referred to as a \u201cmonth at disposal\u201d, and it is also possible to combine periods of work for different user employers. However, this is only possible if the worker remains continuously employed by the same temporary work agency.<\/p>\n
For example, if a worker worked 30 days with one employer and then the same amount with another, they acquire a total of 4 days of leave. This approach ensures continuity in accruing leave entitlements, and the agency is responsible for calculating and keeping records of leave days.<\/p>\n
Although the calculation itself is not difficult, it is also important to understand who decides on the timing of leave \u2013 the agency or the company where the work is performed.<\/p>\n
Who is responsible for granting leave \u2013 the agency or the user employer?<\/h2>\n
Since the formal employer of a temporary worker is the agency, it is responsible for granting leave. However, it must first agree on the timing with the user employer, who ultimately decides when the worker may be absent.<\/p>\n
The agency is obliged to grant leave if the period of temporary work for the user employer covers at least 6 months. If the employment period is shorter, the agency usually pays financial compensation for unused leave after the contract ends.<\/p>\n
A temporary worker who wants to exercise their rights must submit a leave request in advance. They are also entitled to 4 days of so-called leave on demand, provided they have accrued a sufficient number of leave days.<\/p>\n
During leave, the worker is entitled to remuneration, which must be properly calculated so that it is fair and compliant with applicable regulations.<\/p>\n
How is holiday pay calculated for a temporary worker?<\/h2>\n
![\"Prawa](\"https:\/\/pl.gigroup.com\/wp-content\/uploads\/2026\/02\/3-prawa-pracownika.jpg\")
<\/p>\nHoliday pay for a temporary worker must be calculated in accordance with Article 17(1) of the Act of 9 July 2003 on the employment of temporary workers. Contrary to appearances, it is not difficult and is carried out in several steps:<\/p>\n
- \n
- step 1 \u2013 adding up the remuneration paid during the 3 months preceding the month in which the worker takes leave;<\/li>\n
- step 2 \u2013 dividing this amount by the number of hours actually worked during that period;<\/li>\n
- step 3 \u2013 multiplying the resulting hourly rate by the number of hours the worker would have worked if they had not been on leave.<\/li>\n<\/ul>\n
For example, if a worker earns PLN 4,500 per month and wants to take 5 days of leave, and in the preceding period they worked two months of 168 hours each and one month of 160 hours, the hourly rate can be calculated as follows:<\/p>\n
PLN 4,500 \u00d7 3 \u00f7 (168 h + 168 h + 160 h) = PLN 13,500 \u00f7 496 h = PLN 27.22\/hour<\/p>\n
Multiplying this by the number of hours the worker would have worked during leave gives the holiday pay:<\/p>\n
PLN 27.22 \u00d7 5 \u00d7 8 h = PLN 1,088.80<\/p>\n
A temporary employment contract guarantees not only the right to leave, but also access to social security, providing a sense of financial security.<\/p>\n
What social security contributions is a temporary worker entitled to?<\/h2>\n
Every temporary worker employed under an employment contract must be covered by a full package of social security contributions. They are entitled to the following types of insurance:<\/p>\n
- \n
- pension and disability insurance, and employment under a temporary employment contract counts towards the length of service required to calculate the amount of a pension or disability benefit;<\/li>\n
- sickness insurance, which the worker is covered by after 30 days of continuous work, which entitles the worker to accrue and receive sick pay;<\/li>\n
- health and accident insurance, which entitles the temporary worker to free medical care, to receive sick pay, and compensation in the event of an accident at work.<\/li>\n<\/ul>\n
The payer of the above contributions is the temporary work agency. The worker also has the right to register members of their family \u2013 their spouse and children \u2013 for insurance.<\/p>\n
Within the entire package of social security contributions, one part is particularly important \u2013 sickness insurance. Therefore, it is important to understand from when a temporary worker may expect paid sick leave.<\/p>\n
When does a temporary worker become entitled to sick pay?<\/h2>\n
A worker employed under a temporary contract has the same right to sick pay as other employees. They acquire it after 30 days of continuous sickness insurance \u2013 this is the so-called qualifying period, i.e. the time that must pass from the moment of being covered by sickness insurance until the right to the benefit is obtained.<\/p>\n
This 30-day qualifying period also includes previous periods of sickness insurance \u2013 both under an employment contract and under a mandate contract, provided that contributions for sickness insurance were paid. However, the break between consecutive periods of insurance must not exceed 30 days. Only in such a case are these periods combined, and the worker retains continuity of entitlement to sick pay.<\/p>\n
Many temporary workers also wonder whether they can count on support in caring for children and whether they are entitled to family and care benefits.<\/p>\n
\u00a0<\/b><\/p>\n
Are temporary workers entitled to family and care benefits?<\/h2>\n
![\"Prawa](\"https:\/\/pl.gigroup.com\/wp-content\/uploads\/2026\/02\/2-prawa-pracownika.jpg\")
<\/p>\nTemporary workers are entitled to family and care benefits, as the right to them does not depend on the type of employment contract, but on other criteria defined by the applicable provisions of the Act of 28 November 2003 on family benefits.<\/p>\n
The key factor determining entitlement is the income per family member, the age of the child, or residence in Poland. In order to receive family or care benefits, the worker must submit an appropriate application to the City Office or Municipal Office competent for their place of residence.<\/p>\n
This is not the responsibility of the agency or the user employer. However, it shows that the worker has equal opportunities to receive the necessary support from the state in crisis situations and that temporary work is a fully legitimate form of employment.<\/p>\n
A temporary worker may also count on certain benefits even after the contract has expired, and these are presented below.<\/p>\n
What benefits can a temporary worker receive after the end of the contract?<\/h2>\n
A temporary worker is entitled to certain benefits even after the end of the contract with the agency. These are primarily two main entitlements:<\/p>\n
The right to unemployment benefits<\/strong><\/p>\n
To receive them, at least one year of employment within the last 18 months before registration is required, and these 365 days also include temporary work. The employment period must be documented, for example with employment certificates, must include at least the minimum wage, and must involve the payment of social security contributions and contributions to the Labour Fund.<\/p>\n
The right to receive an employment certificate<\/strong><\/p>\n
The employer, in this case the temporary work agency, is obliged to issue the worker with an employment certificate within 7 days from the termination of the employment relationship. The certificate must include all periods of work performed for the agency for different user employers.<\/p>\n
Just like the employment certificate, the settlement of unused leave days and the issue of payment for them are also important for the worker.<\/p>\n
Is a temporary worker entitled to compensation for unused leave?<\/h2>\n
A temporary worker is entitled to receive financial compensation for unused leave, which becomes standard in the case of contracts shorter than 6 months. The temporary work agency is responsible for paying the compensation, and it is calculated in the same way as holiday pay.<\/p>\n
It is simply calculated by multiplying the hourly rate by the number of hours of unused leave, which is described in detail in the section \u201cHow is holiday pay calculated for a temporary worker\u201d. The compensation must be paid immediately after the termination of employment, which a professional agency will certainly not neglect.<\/p>\n
Its professional approach is the best guarantee of providing companies with qualified employees and increasing employment flexibility. Temporary workers, in turn, can count on employment security and respect for their rights throughout the entire duration of the contract.<\/p>\n\n\n
<\/p>\n","protected":false},"excerpt":{"rendered":"
Every person working in Poland is entitled to specific rights that must be respected by law. This also applies to temporary workers employed through an agency. In this article, we explain what rights temporary employees have in terms of leave, salary and benefits. Table of Contents: What rights does a temporary worker have? Annual leave […]<\/p>\n","protected":false},"author":42,"featured_media":170539,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[24,4,5],"tags":[],"class_list":["post-171840","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-career-and-development","category-employees","category-employers"],"yoast_head":"\n
Temporary Employee Rights \u2013 Leave, Pay and Benefits | Gi Group<\/title>\n<meta name=\"description\" content=\"Learn about temporary worker rights in Poland: salary, annual leave, benefits and social security. A clear guide for agency workers and employers.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/pl.gigroup.com\/en\/temporary-employee-rights\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Temporary Employee Rights \u2013 Leave, Pay and Benefits\" \/>\n<meta property=\"og:description\" content=\"Learn about temporary worker rights in Poland: salary, annual leave, benefits and social security. A clear guide for agency workers and employers.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/pl.gigroup.com\/en\/temporary-employee-rights\/\" \/>\n<meta property=\"og:site_name\" content=\"Gi Group Poland\" \/>\n<meta property=\"article:published_time\" content=\"2026-02-19T18:00:18+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2026-04-28T20:46:32+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/pl.gigroup.com\/wp-content\/uploads\/sites\/15\/1-prawa-pracownika.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"1200\" \/>\n\t<meta property=\"og:image:height\" content=\"800\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"kkowol\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\\\/\\\/pl.gigroup.com\\\/en\\\/temporary-employee-rights\\\/#article\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/pl.gigroup.com\\\/en\\\/temporary-employee-rights\\\/\"},\"author\":{\"name\":\"kkowol\",\"@id\":\"https:\\\/\\\/pl.gigroup.com\\\/#\\\/schema\\\/person\\\/7e7b3a96842d949b2a58fc7198602b29\"},\"headline\":\"Temporary Employee Rights \u2013 Leave, Pay and Benefits\",\"datePublished\":\"2026-02-19T18:00:18+00:00\",\"dateModified\":\"2026-04-28T20:46:32+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\\\/\\\/pl.gigroup.com\\\/en\\\/temporary-employee-rights\\\/\"},\"wordCount\":2058,\"image\":{\"@id\":\"https:\\\/\\\/pl.gigroup.com\\\/en\\\/temporary-employee-rights\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/pl.gigroup.com\\\/wp-content\\\/uploads\\\/sites\\\/15\\\/1-prawa-pracownika.jpg\",\"articleSection\":[\"Career and development\",\"Employees\",\"Employers\"],\"inLanguage\":\"en-US\"},{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/pl.gigroup.com\\\/en\\\/temporary-employee-rights\\\/\",\"url\":\"https:\\\/\\\/pl.gigroup.com\\\/en\\\/temporary-employee-rights\\\/\",\"name\":\"Temporary Employee Rights \u2013 Leave, Pay and Benefits | Gi Group\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/pl.gigroup.com\\\/#website\"},\"primaryImageOfPage\":{\"@id\":\"https:\\\/\\\/pl.gigroup.com\\\/en\\\/temporary-employee-rights\\\/#primaryimage\"},\"image\":{\"@id\":\"https:\\\/\\\/pl.gigroup.com\\\/en\\\/temporary-employee-rights\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/pl.gigroup.com\\\/wp-content\\\/uploads\\\/sites\\\/15\\\/1-prawa-pracownika.jpg\",\"datePublished\":\"2026-02-19T18:00:18+00:00\",\"dateModified\":\"2026-04-28T20:46:32+00:00\",\"author\":{\"@id\":\"https:\\\/\\\/pl.gigroup.com\\\/#\\\/schema\\\/person\\\/7e7b3a96842d949b2a58fc7198602b29\"},\"description\":\"Learn about temporary worker rights in Poland: salary, annual leave, benefits and social security. A clear guide for agency workers and employers.\",\"breadcrumb\":{\"@id\":\"https:\\\/\\\/pl.gigroup.com\\\/en\\\/temporary-employee-rights\\\/#breadcrumb\"},\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"ReadAction\",\"target\":[\"https:\\\/\\\/pl.gigroup.com\\\/en\\\/temporary-employee-rights\\\/\"]}]},{\"@type\":\"ImageObject\",\"inLanguage\":\"en-US\",\"@id\":\"https:\\\/\\\/pl.gigroup.com\\\/en\\\/temporary-employee-rights\\\/#primaryimage\",\"url\":\"https:\\\/\\\/pl.gigroup.com\\\/wp-content\\\/uploads\\\/sites\\\/15\\\/1-prawa-pracownika.jpg\",\"contentUrl\":\"https:\\\/\\\/pl.gigroup.com\\\/wp-content\\\/uploads\\\/sites\\\/15\\\/1-prawa-pracownika.jpg\",\"width\":1200,\"height\":800,\"caption\":\"1-prawa-pracownika\"},{\"@type\":\"BreadcrumbList\",\"@id\":\"https:\\\/\\\/pl.gigroup.com\\\/en\\\/temporary-employee-rights\\\/#breadcrumb\",\"itemListElement\":[{\"@type\":\"ListItem\",\"position\":1,\"name\":\"Home\",\"item\":\"https:\\\/\\\/pl.gigroup.com\\\/en\\\/\"},{\"@type\":\"ListItem\",\"position\":2,\"name\":\"Temporary Employee Rights \u2013 Leave, Pay and Benefits\"}]},{\"@type\":\"WebSite\",\"@id\":\"https:\\\/\\\/pl.gigroup.com\\\/#website\",\"url\":\"https:\\\/\\\/pl.gigroup.com\\\/\",\"name\":\"Gi Group Poland\",\"description\":\"Gi Group oferuje us\u0142ugi pracy tymczasowej, rekrutacji sta\u0142ych oraz outsourcingu dla r\u00f3\u017cnych sektor\u00f3w. Odwied\u017a nasz\u0105 stron\u0119 internetow\u0105 i dowiedz si\u0119 wi\u0119cej!\",\"potentialAction\":[{\"@type\":\"SearchAction\",\"target\":{\"@type\":\"EntryPoint\",\"urlTemplate\":\"https:\\\/\\\/pl.gigroup.com\\\/?s={search_term_string}\"},\"query-input\":{\"@type\":\"PropertyValueSpecification\",\"valueRequired\":true,\"valueName\":\"search_term_string\"}}],\"inLanguage\":\"en-US\"},{\"@type\":\"Person\",\"@id\":\"https:\\\/\\\/pl.gigroup.com\\\/#\\\/schema\\\/person\\\/7e7b3a96842d949b2a58fc7198602b29\",\"name\":\"kkowol\",\"url\":\"https:\\\/\\\/pl.gigroup.com\\\/en\\\/author\\\/kkowol\\\/\"}]}<\/script>\n<!-- \/ Yoast SEO Premium plugin. -->","yoast_head_json":{"title":"Temporary Employee Rights \u2013 Leave, Pay and Benefits | Gi Group","description":"Learn about temporary worker rights in Poland: salary, annual leave, benefits and social security. A clear guide for agency workers and employers.","robots":{"index":"index","follow":"follow","max-snippet":"max-snippet:-1","max-image-preview":"max-image-preview:large","max-video-preview":"max-video-preview:-1"},"canonical":"https:\/\/pl.gigroup.com\/en\/temporary-employee-rights\/","og_locale":"en_US","og_type":"article","og_title":"Temporary Employee Rights \u2013 Leave, Pay and Benefits","og_description":"Learn about temporary worker rights in Poland: salary, annual leave, benefits and social security. A clear guide for agency workers and employers.","og_url":"https:\/\/pl.gigroup.com\/en\/temporary-employee-rights\/","og_site_name":"Gi Group Poland","article_published_time":"2026-02-19T18:00:18+00:00","article_modified_time":"2026-04-28T20:46:32+00:00","og_image":[{"width":1200,"height":800,"url":"https:\/\/pl.gigroup.com\/wp-content\/uploads\/sites\/15\/1-prawa-pracownika.jpg","type":"image\/jpeg"}],"author":"kkowol","twitter_card":"summary_large_image","schema":{"@context":"https:\/\/schema.org","@graph":[{"@type":"Article","@id":"https:\/\/pl.gigroup.com\/en\/temporary-employee-rights\/#article","isPartOf":{"@id":"https:\/\/pl.gigroup.com\/en\/temporary-employee-rights\/"},"author":{"name":"kkowol","@id":"https:\/\/pl.gigroup.com\/#\/schema\/person\/7e7b3a96842d949b2a58fc7198602b29"},"headline":"Temporary Employee Rights \u2013 Leave, Pay and Benefits","datePublished":"2026-02-19T18:00:18+00:00","dateModified":"2026-04-28T20:46:32+00:00","mainEntityOfPage":{"@id":"https:\/\/pl.gigroup.com\/en\/temporary-employee-rights\/"},"wordCount":2058,"image":{"@id":"https:\/\/pl.gigroup.com\/en\/temporary-employee-rights\/#primaryimage"},"thumbnailUrl":"https:\/\/pl.gigroup.com\/wp-content\/uploads\/sites\/15\/1-prawa-pracownika.jpg","articleSection":["Career and development","Employees","Employers"],"inLanguage":"en-US"},{"@type":"WebPage","@id":"https:\/\/pl.gigroup.com\/en\/temporary-employee-rights\/","url":"https:\/\/pl.gigroup.com\/en\/temporary-employee-rights\/","name":"Temporary Employee Rights \u2013 Leave, Pay and Benefits | Gi Group","isPartOf":{"@id":"https:\/\/pl.gigroup.com\/#website"},"primaryImageOfPage":{"@id":"https:\/\/pl.gigroup.com\/en\/temporary-employee-rights\/#primaryimage"},"image":{"@id":"https:\/\/pl.gigroup.com\/en\/temporary-employee-rights\/#primaryimage"},"thumbnailUrl":"https:\/\/pl.gigroup.com\/wp-content\/uploads\/sites\/15\/1-prawa-pracownika.jpg","datePublished":"2026-02-19T18:00:18+00:00","dateModified":"2026-04-28T20:46:32+00:00","author":{"@id":"https:\/\/pl.gigroup.com\/#\/schema\/person\/7e7b3a96842d949b2a58fc7198602b29"},"description":"Learn about temporary worker rights in Poland: salary, annual leave, benefits and social security. A clear guide for agency workers and employers.","breadcrumb":{"@id":"https:\/\/pl.gigroup.com\/en\/temporary-employee-rights\/#breadcrumb"},"inLanguage":"en-US","potentialAction":[{"@type":"ReadAction","target":["https:\/\/pl.gigroup.com\/en\/temporary-employee-rights\/"]}]},{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/pl.gigroup.com\/en\/temporary-employee-rights\/#primaryimage","url":"https:\/\/pl.gigroup.com\/wp-content\/uploads\/sites\/15\/1-prawa-pracownika.jpg","contentUrl":"https:\/\/pl.gigroup.com\/wp-content\/uploads\/sites\/15\/1-prawa-pracownika.jpg","width":1200,"height":800,"caption":"1-prawa-pracownika"},{"@type":"BreadcrumbList","@id":"https:\/\/pl.gigroup.com\/en\/temporary-employee-rights\/#breadcrumb","itemListElement":[{"@type":"ListItem","position":1,"name":"Home","item":"https:\/\/pl.gigroup.com\/en\/"},{"@type":"ListItem","position":2,"name":"Temporary Employee Rights \u2013 Leave, Pay and Benefits"}]},{"@type":"WebSite","@id":"https:\/\/pl.gigroup.com\/#website","url":"https:\/\/pl.gigroup.com\/","name":"Gi Group Poland","description":"Gi Group oferuje us\u0142ugi pracy tymczasowej, rekrutacji sta\u0142ych oraz outsourcingu dla r\u00f3\u017cnych sektor\u00f3w. Odwied\u017a nasz\u0105 stron\u0119 internetow\u0105 i dowiedz si\u0119 wi\u0119cej!","potentialAction":[{"@type":"SearchAction","target":{"@type":"EntryPoint","urlTemplate":"https:\/\/pl.gigroup.com\/?s={search_term_string}"},"query-input":{"@type":"PropertyValueSpecification","valueRequired":true,"valueName":"search_term_string"}}],"inLanguage":"en-US"},{"@type":"Person","@id":"https:\/\/pl.gigroup.com\/#\/schema\/person\/7e7b3a96842d949b2a58fc7198602b29","name":"kkowol","url":"https:\/\/pl.gigroup.com\/en\/author\/kkowol\/"}]}},"_links":{"self":[{"href":"https:\/\/pl.gigroup.com\/en\/wp-json\/wp\/v2\/posts\/171840","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/pl.gigroup.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/pl.gigroup.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/pl.gigroup.com\/en\/wp-json\/wp\/v2\/users\/42"}],"replies":[{"embeddable":true,"href":"https:\/\/pl.gigroup.com\/en\/wp-json\/wp\/v2\/comments?post=171840"}],"version-history":[{"count":3,"href":"https:\/\/pl.gigroup.com\/en\/wp-json\/wp\/v2\/posts\/171840\/revisions"}],"predecessor-version":[{"id":171878,"href":"https:\/\/pl.gigroup.com\/en\/wp-json\/wp\/v2\/posts\/171840\/revisions\/171878"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/pl.gigroup.com\/en\/wp-json\/wp\/v2\/media\/170539"}],"wp:attachment":[{"href":"https:\/\/pl.gigroup.com\/en\/wp-json\/wp\/v2\/media?parent=171840"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/pl.gigroup.com\/en\/wp-json\/wp\/v2\/categories?post=171840"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/pl.gigroup.com\/en\/wp-json\/wp\/v2\/tags?post=171840"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}
- Annual leave for temporary workers<\/a><\/span><\/li>\n