Urlop wychowawczy in Poland: unpaid childcare leave of up to 36 months
Short answer: Urlop wychowawczy is unpaid childcare leave of up to 36 months for employees with 6 months of service, with 1 month reserved for the other parent and protection from dismissal.
Unpaid childcare leave, called urlop wychowawczy in Polish, is the long break from work that a parent can take to look after a young child. It is separate from maternity, parental and paternity leave, and it is unpaid. This guide sets out what the official Polish pages say about who can take it, how long it lasts, how to apply and what protection an employee has. The official pages used here carry no publication date, so treat the details as the position as of 17 October 2026 and confirm them with your employer or the National Labour Inspectorate (PIP) before you plan around them.
Who can take it
The leave is for an employee. The sources say the employee must have worked for at least 6 months, and earlier periods of employment count towards that time. Both the mother and the father can use the leave. It is a right of the parent as an employee, so it does not matter whether the child is the first or the third.
The sources describe the rules for employees under the Labour Code. They do not say anything specific about foreigners, so there is no separate rule to report for expats. The pages also do not cover people on civil-law contracts or those running their own business, because the leave is tied to an employment relationship. If you are not on an ordinary employment contract, ask PIP or your employer how your case is treated.
How long it can last
The basic entitlement is up to 36 months. It can be granted until the end of the calendar year in which the child turns 6. So the leave is not tied to the exact birthday, but to the end of that year.
If the child has a disability certificate, the official pages describe an additional period of up to 36 months, available until the child turns 18. This is a separate extension and not part of the basic 36 months.
One month belongs to the other parent
The leave is built to be shared between parents. One month of the 36 is reserved exclusively for the other parent. In practice a single parent can take at most 35 months, and the other 1 month can only be used by the other parent.
The full 36 months is allowed in some cases. The sources name these: the other parent has died, the other parent lacks parental authority, or the employee is a single parent or the sole carer of the child.
Both parents can also take the leave at the same time, but the combined total for both must not go over 36 months.
Taking it in parts
The leave can be split into up to 5 parts. That lets a parent go back to work between periods, for example to cover a busy season, and then take a further block later. The leave can follow straight after parental leave, or be taken at a later time within the allowed period.
How to apply
The application can be on paper or in electronic form. The sources set a deadline: it must be submitted at least 21 days before the leave starts. The employer must grant the leave when the conditions are met, so it is not a favour that can be refused at will.
An employee can also withdraw the application. According to the sources this is possible up to 7 days before the leave is due to begin.
Protection against dismissal
From the date of the application, but not earlier than 21 days before the leave starts, until the end of the leave, the employer cannot terminate the employment. The sources list exceptions:
* the employer goes bankrupt or is liquidated * the employee is dismissed for the employee's own fault
The pages also say that group redundancies are possible where the leave is longer than 3 months and the employer has at least 20 employees. The exact conditions are set out in the law, so anyone in that situation should check them with PIP.
What happens when you return
After the leave the employer must give the employee the same post, or an equivalent one. The sources do not go into detail on pay on return, so ask about the terms in writing if your employer has restructured in the meantime.
What the pages do not say
The official pages used here do not give a rate of pay, because the leave is unpaid. They do not mention foreigners, social insurance during the leave, or family benefits that may depend on it. Rules on how the leave affects other benefits are separate, and they should be checked in the specific benefit's own guidance. They also carry no date, which is why this guide is dated as of 17 October 2026.
A short checklist
* Check that you have at least 6 months of employment, counting earlier periods. * Decide the number of months and the parts, remembering the 1 month reserved for the other parent. * Agree the timing with the other parent if both of you plan to take the leave. * Submit the application on paper or electronically at least 21 days before the start. * Keep a copy of the application, because the protection against dismissal runs from its date. * Note the last day on which you can withdraw it, 7 days before the start.
* Photos: cover, Old pram at the Musée Automobile de Vendée (CC0, Wikimedia Commons); body, Stroller (PSF) (public domain, Wikimedia Commons). Illustrative.
Frequently asked questions
Is urlop wychowawczy paid?
No. The official pages describe it as unpaid leave. They do not describe any payment during it, so check any benefit separately.
Can both parents take it at once?
Yes. The sources say both parents can use it at the same time, as long as the combined total does not exceed 36 months.
Can my employer refuse it?
The sources say the employer must grant it when the conditions are met, and that the application is due at least 21 days before the start.
Does it apply to foreigners?
The pages do not mention nationality. They describe the leave for employees, so ask your employer or PIP how your contract is treated.
