Katarzyna Kanik for Rzeczpospolita: “A chance for an earlier jubilee award”
From the beginning of the year, public-sector employees may gain the right to an additional jubilee award – or a higher level of it – thanks to an expanded definition of length of service. The new calculation rules include not only traditional employment contracts, but also periods worked under civil-law contracts, self-employment, and work performed abroad. For individuals who reach the seniority threshold after adding these periods, the change creates a real opportunity to receive the award earlier or in a higher amount. The practical and financial implications of these regulations are discussed in today’s issue of Rzeczpospolita by legal counsel Katarzyna Kanik.
What is a jubilee award and who is entitled to it?
A jubilee award is a one-off monetary benefit available to public-sector employees – members of the civil service corps, local government staff, teachers, employees of courts and prosecutors’ offices, and cultural institutions. It is not regulated directly in the Labour Code; instead, it arises from separate provisions applicable to different professional groups. Its amount is expressed as a percentage of the monthly salary and increases upon reaching specific seniority thresholds. In the private sector, jubilee awards are voluntary – employers may introduce them in remuneration regulations, but they are not obliged to do so.
When does the new entitlement apply?
The right to a jubilee award resulting from the inclusion of additional periods will apply from the date the new legislation enters into force for the public sector – 1 January 2026. A key distinction must be made between the actual acquisition of the right and the formal submission of documents: the right arises the moment the required seniority is reached, regardless of when certificates are provided. If an employee had already met the seniority requirement as of 1 January, the right arises on that date and the employer must pay the full difference retroactively. Employees will have 24 months to collect and submit documents confirming additional periods of activity.
Documenting newly included periods
The primary evidence for adding new periods should be a certificate issued by the Social Insurance Institution (ZUS). Once the amendment takes effect, ZUS will issue such certificates upon an electronic request submitted via the PUE/e-ZUS system. If ZUS cannot issue the certificate, the law allows seniority to be documented with other reliable evidence – civil-law contracts, invoices, CEIDG registration confirmations, or proof of paid contributions. Every documented day of professional activity counts; even very short civil-law engagements can be accumulated and included in total seniority.
Special cases: multiple awards and overlapping periods
One of the most challenging issues concerns employees who, after adding additional periods, simultaneously exceed several seniority thresholds. The legislation provides a clear rule: only one award is paid – the one corresponding to the highest threshold reached. Another scenario involves overlapping periods – for example, when an individual was employed under an employment contract and simultaneously ran a business. Such periods are counted only once, not twice. Another important caveat applies to employees who have already reached the maximum award threshold for their professional group – additional years will not increase the benefit, even though their formal seniority will continue to grow.
Will an employee who qualifies for several jubilee awards at the same time receive all of them or only one? How should employers calculate seniority when periods overlap – for instance, when someone was employed and self-employed simultaneously? What documents must employees provide to prove additional periods of professional activity?
These and many other questions are addressed by Katarzyna Kanik in her article published in Rzeczpospolita.