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A day off for donating blood – what does the Labor Code say and how to plan it in the Time Harmony system?

Compliant with Polish Labour Law

Donating blood is not only a gesture of solidarity, but also the employee's right to a day off. In accordance with the provisions of the Polish Labour Code and the Act on Public Blood Service, an honorary blood donor has the right to leave from work while retaining the right to remuneration. In this article, we explain who is entitled to a day off for donating blood, what documents must be presented and how to plan an employee's absence in the Time Harmony system, which allows you to define any type of leave – including those resulting from special employee rights.

Legal basis – Labour Code and Act on Public Blood Service

Pursuant to Article 9(1)(1) of the Act of 22 August 1997 on the Public Blood Service, an honorary blood donor is entitled to leave from work on the day of donating blood and on the following day, as well as for the time necessary for medical examinations. On the other hand, Section 2(1) of the Act guarantees that the employee retains the right to remuneration for such a day.

In practice, this means that:

  • the employee is entitled to a full day off on the day he or she donates blood and on the following day
  • this absence does not reduce the amount of holiday leave and does not adversely affect the working time records,
  • The basis for justifying the absence is a certificate from the blood donation unit.
📌 KNOWLEDGE IN A NUTSHELL:
A worker who donates blood is entitled to a paid day off. A certificate from the blood donation center is required, and this day does not reduce the holiday leave.

Who is entitled to a day off for donating blood?

Every employee employed under an employment contract is entitled to a two-day leave from work – regardless of the full-time employment or position. The condition is to present a confirmation of donating blood or its components. From 2021, this also applies to people donating plasma from COVID-19 convalescents.

📌 KNOWLEDGE IN A NUTSHELL:
Every employee employed under an employment contract is entitled to two days off – it is enough to provide a certificate from the Regional Centre for Competition and Treatment or another authorized unit.

Time Harmony – flexible management of leave types

In the Time Harmony system,  each employer can independently define the types of leaves and other absences of employees, in accordance with the applicable law and internal regulations of the company. For example, you can create a separate category in the system:
👉 "Day off – blood donation", which allows for precise planning and recording of this type of sick leave.

Allows:

  • the HR department can easily mark the absence as a blood donation exemption,
  • the system automatically takes this absence into account in  the schedule, record cards and working time settlements,
  • the employer gains full transparency of HR data,
  • Shift staffing planning becomes more efficient.

The system also allows you to add other non-standard absences – such as training leave, a day off for vaccination or time off for company events – which significantly increases the flexibility of working time management.

📌 KNOWLEDGE IN A NUTSHELL:
In Time Harmony, you can add your own type of leave – e.g. a day off for blood donation. The system will include it in the schedule, records and reports, without the need for manual modifications.

Why use Time Harmony when scheduling blood donation exemptions?

Proper planning of employee absences is crucial to maintain operational continuity. With Time Harmony, you can:

  • quick submission and acceptance of applications for a day off for blood donation,
  • integration with work schedules – the system automatically recalculates working time standards and resource availability,
  • compliance with the Labour Code and full HR documentation.

Time Harmony not only supports compliance, but also strengthens organizational culture by giving employees the tools to effectively communicate their authority.

📌 KNOWLEDGE IN A NUTSHELL:
Time Harmony automates the planning of absences resulting from employee rights. It helps to maintain compliance with the law and takes care of the continuity of processes in the company.

Summary

Blood donation entitles the employee to a day off with remuneration. It is the employer's responsibility to properly document and account for such absence. In the Time Harmony system,  each employer can define the types of leave – including a day off for donating blood – which allows for efficient planning of schedules and keeping records of working time in accordance with the regulations.

Do you want to better manage your working time in your company?
Contact us and see how Time Harmony supports compliance and makes the daily work of the HR department easier.

📌 KNOWLEDGE IN A NUTSHELL:
Both legal regulations and IT tools – such as Time Harmony – support the efficient management of blood donation days. This is a benefit for the employee and an improvement for the employer.
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Time Harmony - 2025-07-22 - Entrepreneur's Guide, Labour law, Working time registration, planning and settlemnet - No Comments
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Seasonal worker management – how Time Harmony supports work organization and seasonal work time accounting

Seasonal worker management is one of the biggest challenges faced by companies operating in seasonal cycles. Increased demand for work in certain periods – e.g. in trade, logistics, tourism or agriculture – forces the employment of additional staff, often in a short period of time. Such a situation is associated with a number of problems: from planning schedules and settling working time, through efficiency assessment, to compliance with labor law regulations.

The  Time Harmony system comes to the rescue,  supporting both daily HR processes and strategic management of seasonal employees based on data from previous seasons

1. Seasonal working time records – safe, compliant and automatic

One of the most common problems in the area of seasonal work is keeping records of working time. Although seasonal workers are employed on various legal grounds (employment contracts, mandates, contracts for specific work), the obligation to record their working time still rests with the employer (Article 149 of the Labour Code). Time Harmony eliminates errors and delays resulting from manual time recording. The system registers attendance using T&A cards, a mobile application or biometric terminals. Your employer has instant access to real-world data: start and end times, breaks, lateness, and overtime – all of which are essential for accurate payroll and compliance.

Time Harmony supports the management of seasonal employees – recording, performance measurement and analysis of historical data for better planning.

2. Seasonal worker efficiency under control

In the case of seasonal workers, the challenge is to quickly assess their effectiveness. The short period of employment and the limited onboarding time make it difficult to assess whether a person is actually contributing to operational objectives. Time Harmony allows you to manage your seasonal workforce by accurately measuring the activities performed and performance. Each activity – e.g. order picking, packing or loading – can be assigned to an employee and measured over time. On this basis, an objective performance report is created, which can be used to make personnel decisions or for bonuses.

Time Harmony allows measuring the effectiveness of seasonal employees based on specific activities and their time of completion. This tool allows for ongoing assessment of the quality of work, which is particularly important in the case of a short period of employment.

3. Work planning based on data from previous seasons

One of the biggest advantages of Time Harmony in the context of managing seasonal employees is the ability to use historical data. The system collects operational data from each season, enabling the analysis of trends, workload and staffing needs. On this basis, it is possible to accurately plan the number of employees needed in the same period – minimizing the risk of a shortage of workforce or overemployment. Data from previous years shows not only the number of hours worked, but also the effectiveness of teams and the occurrence of bottlenecks in processes.

As a result, managing seasonal workers is no longer a guessing game and becomes a predictable and fact-based planning process.

Thanks to the analysis of historical data from previous seasons, the system supports more precise planning of human resources. This makes it easier to adjust the number of employees to the actual demand at specific times of the year.

4. Settlement of seasonal employees – without errors and delays

In the case of seasonal work, salary settlements are often carried out under time pressure and with high staff turnover. Manual transcription of attendance list data into HR and payroll systems generates errors that can result in employee claims or sanctions from control institutions.

Time Harmony automates this process. Based on the recorded working time, reports are generated ready for export to the payroll system. This makes settlements fast, reliable and consistent with actual data. This is especially important in seasonal work, where every mistake costs money – directly and in terms of image.

Automatic timesheets generated by Time Harmony minimize the risk of mistakes and delays in calculating salaries. The process of settling seasonal employees is faster and without the need for manual data entry.

5. Seasonal operational performance analysis

In the long run, Time Harmony allows not only to account for work, but also for strategic analysis of operational efficiency on a seasonal basis. The ability to compare data from different years allows you to evaluate the effectiveness of your operations, identify patterns and plan future seasons with greater precision.

In practice, this means that the management of seasonal workers can be optimized from year to year – by learning from year to year, improving processes and better preparing for the next periods of intense work.

Key benefits of implementing Time Harmony in seasonal work:

    • Full control over the working time of seasonal employees
    • Automation of settlements and compliance with the Labor Code
    • Data-driven performance evaluation of seasonal workers
    • Better schedule planning thanks to the analysis of data from previous seasons
    • Reduce operating costs and avoid HR errors
    • Scalability of the system regardless of the number of seasonal employees
The data collected in the system allows you to compare operational efficiency on a seasonal basis. This is the starting point for optimizing processes and better preparing the organization for the next periods of increased work.

Seasonal worker management - summary

Managing seasonal workers requires flexibility, precision and quick response to changing conditions. Traditional methods – based on manual planning and accounting – do not work in the reality of a dynamic market. Time Harmony is a tool that allows you to control the process of seasonal work – from time tracking, through efficiency control, to planning future activities.

The implementation of the Time Harmony system not only saves time and money, but also increases legal security and better organization of work. For companies using the seasonal employment model, it is an investment that translates into specific operational and strategic benefits.

Are you wondering how to improve the management of seasonal employees in your company? Contact us and see how Time Harmony can adapt to your seasonal work model.

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Time Harmony - 2025-06-18 - Activities and performance measuring, Entrepreneur's Guide, Working time registration, planning and settlemnet - No Comments
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Tracking Activities in a Service Company – Why It Matters

In modern service companies, time is currency. Effective task management and accurate activity tracking determine whether a project becomes profitable. That’s why tracking activities in a service company is no longer reserved for large enterprises — it’s becoming the new standard that boosts efficiency, improves profitability, and ensures accurate client billing.

Time Tracking as a Foundation for Reliable Billing

Implementing a dedicated tool for tracking activities in a service company gives you access to precise records of every action taken during project execution. This allows you to:
• accurately estimate future projects,
• evaluate how engaged your team is in specific tasks,
• identify time losses and operational bottlenecks.
This means decisions are based on facts, not assumptions.

Time Harmony – Tailored to the Needs of Service Companies

Time Harmony is a system that automates activity tracking by assigning tasks to specific projects and clients. Users can easily categorize their work, making the process intuitive and effective.
What do you gain with Time Harmony?
• Instant assignment of activities to projects,
• Real-time access to team activity,
• Remote tracking from any location or device,
• Transparent and detailed client billing.
The system also includes GPS tracking, allowing mobile or hybrid teams to log tasks from any location.

Real-Time Data for Immediate Insights

Time Harmony provides real-time access to activity data, enabling managers to monitor progress as it happens. This is crucial for assessing team engagement, detecting overloads or inefficiencies, and maintaining smooth operations. With tracking activities in a service company in real time, your management becomes more responsive and data-driven.
Customization That Fits Your Business
Every business has its own structure. Time Harmony allows full customization of activity categories to reflect how your team actually works. This supports detailed reporting by roles, projects, or client types.

Why Manual Methods Fail

Spreadsheets, emails, or chat-based reporting are still common in many service firms. While convenient, these methods quickly lead to inconsistent data and limited analytical value.
In contrast, tracking activities in a service company using a dedicated tool like Time Harmony ensures all data is captured automatically and consistently.
Who Benefits Most?
Time Harmony is especially valuable in industries where time has a clear market value:
• Marketing agencies – measure time spent on creative work, campaign execution, and client communication.
• Design studios – track hours per design phase to improve budgeting and delivery accuracy.
• Law firms – log time spent per case or client for transparent billing.
• Accounting firms – monitor work on financial reports or consultations to analyze profitability.

Fully Online and Remote-Ready

Time Harmony operates entirely online – accessible directly from any browser, with no need to install additional software. This makes it ideal for distributed or hybrid teams. Team members can log their tasks from anywhere, while managers have immediate oversight of ongoing work.
Insights Into Team Efficiency
Each manager can customize their dashboard in Time Harmony to suit their focus area. Data views can be shared, copied, and modified, enabling tailored analysis – from simple charts to advanced summaries.

Scalable and Integration-Ready

Time Harmony integrates easily with systems like CRM, ERP, or financial tools. Its open architecture supports business growth – from small teams to enterprises.
This flexibility makes tracking activities in a service company a strategic tool for long-term performance management.

Summary

Tracking activities in a service company is more than a way to boost efficiency. It's a foundation for better decisions, fair billing, and accurate forecasting. With Time Harmony, you can:

  • Replace assumptions with real data,
  • Bill clients transparently,
  • Estimate future projects more accurately,
  • Keep full control over operations.

Ready to optimize your service business? Discover how Time Harmony can help you grow.

Time Harmony - 2025-06-09 - Activities and performance measuring, Entrepreneur's Guide - No Comments
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Upcoming Changes to Employment Tenure in Poland: What Employers Need to Know

Compliant with Polish Labour Law

Changes to employment tenure in Poland 2026 for employers – The Permanent Committee of the Council of Ministers in Poland has approved a draft amendment to the Polish Labour Code that introduces significant changes to how employment tenure is calculated. Starting January 1, 2026, not only traditional employment contracts but also periods of self-employment and work performed under civil law contracts will be included in employment tenure. These reforms are part of the Polish government's broader initiative to modernize labor regulations and better reflect diverse forms of work.

What changes from January 1, 2026?

The Polish Labour Code will recognize the following periods as part of employment tenure:

  • Time spent running a business (self-employment),
  • Periods under civil law contracts (e.g. contract of mandate or services),
  • Documented work abroad,
  • Membership in agricultural cooperatives.

These changes will directly affect HR departments and employers in Poland in terms of documentation and financial obligations.

Impact on employee entitlements

This legislative update will influence how various employee entitlements are calculated, including:

  • Annual leave duration,
  • Severance payments,
  • Seniority-based allowances.

Employers will need to apply new rules when determining length of service, which directly affects the above benefits.

How will employment tenure be documented?

Employers in Poland will be required to verify non-standard employment periods with supporting documentation:

  • Self-employment: ZUS (Polish Social Insurance Institution) certificate confirming paid contributions,
  • Civil contracts: ZUS confirmation of contributions paid during the contract period,
  • Work abroad: General proof such as contracts, settlements, or bank transfers.

This shift means HR departments must prepare for a level of verification not previously required under Polish employment law.

What does it mean in practice?

The upcoming employment tenure changes in Poland are not just a legal adjustment — they present real organizational and operational challenges for employers:

  1. Updating internal policies

Work regulations and remuneration policies must reflect the new definitions of employment tenure. This includes:

  • Rules for leave entitlement,
  • Seniority-based bonuses,
  • Thresholds for anniversary awards.

  1. Reassessing benefits and leave policies

Employees whose tenure increases due to past self-employment or civil contracts may qualify for:

  • Longer annual leave,
  • Higher severance pay.

  1. Updating HR and timekeeping systems

HR systems and time tracking (RCP) tools will need updates to correctly process and report the new tenure data. Time Harmony, as a system supporting work time registration and employee efficiency, can assist in collecting relevant employment data and generating reports necessary for proper tenure analysis.

  1. HR and financial resources

Employers will need to assign additional staff to:

  • Analyze and validate employee records,
  • Communicate new rules to employees,
  • Interact with ZUS or collect employee documentation.

Large organizations in Poland may face a months-long adjustment process requiring cross-functional collaboration across HR, legal, and IT departments.

Summary: Changes to employment tenure in Poland – key takeaways for employers

All employers in Poland must recalculate employee tenure considering new qualifying periods.

Internal regulations and policies need revisions.

HR documentation processes must accommodate new document types.

Financial planning should anticipate potential increases in benefits.

IT systems, including time registration tools like Time Harmony, should be adjusted to align with new requirements.

These changes are part of a comprehensive reform of the Polish Labour Code, led by the Polish government, aimed at aligning employment legislation with the evolving nature of the Polish labor market and making it more inclusive of various forms of employment. The revised law comes into force on January 1, 2026 — giving employers in Poland time to prepare, but not to delay.

Contact our team to find out how Time Harmony can support your organization in adjusting to these regulatory changes in Poland.

 

Time Harmony - 2025-05-29 - Entrepreneur's Guide, Labour law - No Comments
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Salary transparency and gender neutrality in job advertisements in Poland

Compliant with Polish Labour Law

Salary transparency in job advertisements becomes an obligation in Poland. Learn about the new provisions of the Labour Code and their impact on recruitment and remuneration.

On 9 May 2025, the Sejm of the Republic of Poland continued work on the amendment to the Labour Code, focusing on  the issues of salary transparency and gender neutrality in job advertisements. The draft law, which is a response to the EU Directive 2023/970, aims to strengthen the principle of equal pay for men and women performing the same work or work of equal value.

Is it really a revolution?

In the formal sense – it is not a revolution in the entire Labour Code, because it does not change the foundations of the employment relationship.

Is this a big change in the area of recruitment and remuneration?

Ultimately, the new regulations will not cause significant changes in the subject of salary transparency. So let's take a look at what exactly the new regulations introduce:

1. Transparency of salary ranges

The amendment to the Labour Code of 9 May 2025 introduces a new provision to Article 183c – Article 183ca, which significantly organizes the issues of informing candidates about remuneration. According to the new wording of the regulations, the employer is obliged to inform the person applying for employment about the amount of the initial salary or its range.

Information about the salary must be provided in advance – in paper or electronic form – and can be included in the job advertisement, before the interview or at the latest before the employment relationship is established.

Importantly, this is the first time in Polish labour law that information on remuneration has become an obligatory element of the recruitment process. Until now, employers could use imprecise phrases such as "attractive salary", avoiding unambiguous declarations. The introduction of the obligation to pay transparency at the recruitment stage is aimed not only at increasing transparency, but also at counteracting pay discrimination, in particular on the basis of gender.

The employer is also obliged to disclose to candidates the provisions of the remuneration regulations or collective bargaining agreement, if such are in force in a given workplace. In addition , the employer is obliged to provide information not only about the basic salary, but also about allowances, bonuses, benefits or other work-related benefits, granted in cash or in kind.In this way, the candidate gets a more complete picture of the financial conditions associated with the position.

Although the final version of the regulations does not impose the obligation to publish salary ranges directly in the advertisement, in practice it may become the preferred solution – streamlining recruitment, building trust and supporting the employer's brand. The new regulations are intended to be a step towards real pay transparency and the creation of an organizational culture based on transparency.

From the perspective of candidates, salary transparency increases the predictability of the recruitment process and makes it easier to compare offers from different employers.

Pay transparency can also be an element of competitive advantage in the fight for talent. Organizations that openly communicate salaries are more likely to be perceived as transparent and trustworthy. As a result, it is easier for them to attract valuable candidates who expect transparency and equal treatment.

2. Prohibition of asking about early remuneration

This "equal start" approach cuts off the impact of previous (often unequal) salaries on new employment. This can help fight wage anchoring – underestimating offers based on past earnings, especially for women.

What you will need to do:

– Change recruitment forms, interview procedures and briefs for recruiters.– Train recruiters not to ask questions about:• previous earnings,• the amount of bonuses or allowances.

Risks:
The need for new tools to evaluate candidates without reference to their historical salary.

Combined with the requirement of pay transparency, the prohibition of asking about early pay can significantly reduce the pay gap and improve the consistency of remuneration policies.

The implementation of the provisions prohibiting questions about previous remuneration may also force employers to take a more objective approach to the valuation of candidates' competences. This will require the development of internal job evaluation and job valuation systems, which can further strengthen pay transparency and facilitate its enforcement.

3. Gender neutrality of advertisements

The obligation to formulate content in a way free of gender stereotypes may seem like a small thing, but in practice it forces you to think more deeply about the language, which affects greater inclusivity.

What you will need to do:

– Review job templates and recruitment materials.– Use neutral wording:Instead of "we are looking for a young, energetic salesperson" → "we are looking for a person for the sales department"– Avoid stereotypes related to "masculine" or "feminine" characteristics.

Risks:
Potential reports to the National Labour Inspectorate or the Personal Data Protection Office if the language is discriminatory.

In the context of the new regulations, pay transparency and stereotype-free language are becoming key elements of ethical recruitment.

Increasing linguistic inclusivity in job offers can translate not only into greater diversity of teams, but also into an improvement in the company's image as a modern and responsible employer. When combined with a pay transparency policy, organizations can effectively build a reputational advantage.

Salary transparency in practice – when will the information obligation for employers come into force?

It is worth noting that the discussed changes are not yet binding law. The Act of 9 May 2025 was adopted by the Sejm and has now been sent to the Senate, where further legislative work is underway. Its entry into force is planned 6 months after its announcement, which means that the new regulations will most likely come into force at the end of 2025 or at the beginning of 2026. Therefore, employers have limited time for organizational preparation and procedures in accordance with the requirements of the amendment.

Summary

We are not dealing with a comprehensive revolution in the Labour Code, but it is a significant step forward in areas that have been beyond real control for years – i.e. recruitment and salary transparency. This is a change that will require HR departments and employers to take specific actions, not just minor adjustments.

Pay transparency is not only about compliance with the law – it is also a tool for building trust, employer image and organizational culture based on transparency.

How does technology support salary transparency and equal treatment?

The implementation of the principles of salary transparency requires not only legal changes, but also data that will allow for an objective assessment of work efficiency and time spent on performing duties. The Time Harmony system  can indirectly support the payroll policy – providing precise information about the actual working time, commitment and performance of teams. It's a tool that helps organizations create a more transparent and equitable work environment, based on reliable data rather than subjective assessments.

 

Time Harmony - 2025-05-14 - Entrepreneur's Guide, Labour law - No Comments
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Equivalent working time system in practice – how Time Harmony makes it easier

Modern organizations are increasingly reaching for flexible models of working time organization. One of them is an equivalent working time system, which, if used correctly, allows you to adjust the working time schedule to the specifics of your business, seasonality or changing staffing needs. In practice, however, it can be difficult to manage, especially in larger companies or environments with diverse schedules.

Time Harmony comes to the rescue  – an advanced system for planning, recording and settling working time, which supports employers in the full, legally compliant implementation of an equivalent system.

What is an equivalent working time system?

Pursuant to Article 135 of the Labour Code, in the equivalent working time system, the daily working time may be extended – to 12 hours (and in some cases even to 16 or 24 hours), provided that in the adopted settlement period the average weekly working time does not exceed the norm of 40 hours in an average five-day working week.

The introduction of an equivalent working time system may be introduced if it is justified by the type of work or its organization in the workplace. In order to introduce an equivalent working time system, this issue must be regulated in a collective agreement, work regulations or a notice if the workplace is not covered by a collective agreement.

An equivalent working time system requires:

  • planning the schedule for at least one month and communicating it to employees at least 7 days before its validity
  • ensuring minimum daily (11 hours) and weekly (35 hours) rests,
  • correct settlement of overtime,
  • compliance with the rules resulting from settlement periods (e.g. 1 month, 3 months, in special cases up to 12 months).
Remark! Pursuant to Article 129 § 2 of the Labour Code, as in any working time system, if it is justified by objective or technical reasons or reasons related to the organisation of work, the settlement period in the equivalent working time system may be extended, but not more than up to 12 months, in compliance with the general principles of protection of the safety and health of employees.

Examples of industries and companies in which the equivalent working time system works:

  1. Health care – hospitals, ambulance services (on-call duty, shift work).
  2. Transport and logistics – drivers, warehouse operators.
  3. Industrial production – especially with production lines operating in continuous motion.
  4. Hotels and gastronomy – work on weekends and holidays, seasonality.
  5. Protection of people and property – shift work, the need for constant presence.
  6. Retail and shopping centres – extended opening hours, increased traffic on selected days of the week.

Agriculture and forestry – dependence on weather conditions and seasonality

The implementation of an equivalent working time system allows for more effective management of human resources in conditions of changing demand for labour, but requires proper regulation in the work regulations or collective agreement.

Equivalent working time system - limitations

An equivalent working time system cannot be applied to all employees. In accordance with the provisions of the Labour Code, it cannot be used for pregnant and juvenile employees due to special protection of their health and safety. In addition, disabled employees generally cannot work an extended daily working time, unless a doctor agrees to it in a medical certificate.

The equivalent working time system may also not be applied to employees caring for a child until the child reaches the age of 4 if they do not consent to it (Article 178 § 2 of the Labour Code). This protection applies to both mothers and fathers or other legal guardians, regardless of the type of contract or working time. The employer is obliged to respect their will, and the lack of consent to work in the system with an extended daily working time cannot be the basis for any negative consequences on the part of the employer. In practice, this means that these employees cannot be scheduled to work, for example, 10 or 12 hours a day, if they do not agree to it themselves.

Main challenges in working time management in an equivalent system

The implementation of an equivalent system is often associated with many organizational difficulties. The most common problems are:

  • errors in scheduling of schedules, leading to violations of regulations,
  • lack of tools to control rest periods – which may result in unauthorized employee claims,
  • difficulties in settling overtime, especially when changing the work schedule or substitutions,
  • inconsistent records of working time, which is important in the case of PIP inspections or labour disputes.

Manual scheduling or recording in Excel increases the risk of errors and burdens the HR department with an excess of operational tasks. This is where the role of modern T&A systems, such as Time Harmony, comes into play.

How does Time Harmony support companies in using the equivalent system?

Time Harmony is a system designed to be fully compliant with the Labor Code and the needs of HR departments, line managers and executives. Its functionalities significantly facilitate the organization of work in an equivalent system.

  1. Automated Regulatory Scheduling

The system allows you to create schedules taking into account:

  • maximum permissible shift lengths,
  • daily and weekly rests,
  • work cycles and days off,
  • public holidays.

All of this is done automatically — Time Harmony immediately flags conflicts with regulations before they are violated.

  1. Correct settlement of overtime

The system distinguishes between daily and average weekly overtime, automatically recording them and assigning them to the appropriate settlement periods. This makes it easier to determine:

  • the number of paid overtime,
  • time off for overtime,
  • allowances in accordance with Article 151(1) of the Labour Code.

Thanks to this, the HR and payroll department does not have to manually analyze and settle each case.

  1. Rest monitoring

Time Harmony analyzes every planned and implemented change in terms of ensuring rest:

  • 11-hour daily (Article 132 of the Labour Code),
  • 35-hour weekly (Article 133 of the Labour Code).

In the event of a breach – the system generates alerts that allow for immediate correction of the schedule.

  1. Ready-made reports and legally compliant records

The system automatically generates working time records, in accordance with the requirements of Article 149 of the Labour Code. The reports include:

  • start and end times of work,
  • overtime
  • days off used,
  • working time balance for the settlement period.

This saves time and minimizes the risk during inspections by the National Labour Inspectorate or the Social Insurance Institution.

  1. Flexibility and adaptation to the specifics of the company

Time Harmony allows you to dynamically update schedules, move shifts, schedule work on weekends with time off, and monitor the use of working time on an ongoing basis.

This gives companies greater operational control and allows  them to adapt their human resources to changing demand.

Summary

An equivalent working time system is a solution with great potential, but it requires precise implementation, in accordance with the Labour Code. Time Harmony eliminates the biggest risks associated with incorrect planning or accounting, allowing companies to take full advantage of the opportunities offered by this working time organization system.

Thanks to Time Harmony, the employer gains:

  • regulatory compliance,
  • automation of HR processes,
  • transparent records of working time,
  • a real improvement in organizational efficiency.

Want to see how Time Harmony works in action? Contact us and arrange a presentation of the system – tailored to the needs of your organization.

 

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Time Harmony - 2025-04-24 - Entrepreneur's Guide, Working time registration, planning and settlemnet - No Comments
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Working time in May 2025 – how many hours does the Labour Code provide?

Compliant with Polish Labour Law

May is one of the months when it is particularly important to plan your working time correctly – mainly due to holidays and long weekends. In this article, we discuss how to determine  the working time in May 2025 in accordance with the Polish Labour Code, taking into account the holidays of 1 and 3 May.

Legal basis – Article 130 of the Polish Labour Code

The monthly working time is determined:

  1. by multiplying 40 hours by the number of whole weeks,
  2. adding 8 hours for each working day "protruding" beyond full weeks,
  3. subtracting 8 hours for each holiday falling on a day other than Sunday

 

May 2025 – what does the calendar look like?

  • Number of days per month: 31
  • Number of working days: 20
  • Number of days off (weekends + holidays): 11
  • Public holidays:
    • 1 May (Thursday) – Labour Day (statutory holiday, reduces the working time),
    • 3 May (Saturday) – Constitution Day of 3 May (falls on Saturday –  a day off to be collected, requiring a reduction in working time by 8 hours.
According to the Labour Code (Art.130 par.2), each holiday occurring in the settlement period and falling on a day other than Sunday reduces the working time by 8 hours.

Working time – May 2025

  • 4 full weeks × 40 hours = 160 hours
  • 2 days protruding over full weeks → 2x 8 hours = 16 hours
  • 1 May – a holiday on a working day → reduces the working time by 8 hours.
  • 3 May – holiday on Saturday → the employer must give another day off, reducing the working time by a total of 8 hours

According to the Labour Code (Article 130 paragraph 2), each holiday occurring in the settlement period and falling on a day other than Sunday reduces the working time by 8 hours.

➡️ The final working time in May 2025 is: 160 hours

What does this mean for employers?

The employer is obliged to:

  • schedule 160 hours of work for a full-time employee,
  • grant a day off for 3 May, because the holiday falls on a Saturday which is a day off due to an average five-day working week,
  • properly plan the work schedule in a way that ensures compliance with the regulations on rest periods and daily working time standards.
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Working time in May 2025 – plan and settle with Time Harmony

May 2025 is a month with two public holidays: 1 and 3 May. The holiday of 1 May falls on a Thursday – it reduces the working time. 3 May (Saturday) falls on a day off due to an average 5-day working week – the employer is obliged to grant a day off at a different time, and in accordance with the Labour Code, reduce the monthly working time.

For full-time employees,  the working time in May 2025 is 160 hours.

Time Harmony – Your support in planning

With Time Harmony:

✅ You create legally compliant schedules that automatically take into account public holidays and hour limits,
✅ You manage schedules in a basic and equivalent system  with the elimination of the risk of errors.

Recording and accounting in one place

✅ Registration of  employee clock-ins and outs in real time,
✅ Automatic settlement of overtime, taking into account daily and average-weekly overtime and calculation of relevant allowances +50% and +100%
✅ Registration  of work on holidays, with an indication of due allowances and the ability to easily plan the collection of another day off.

Working time in May 2025 - save time and comply with the Polish Labour Code

With Time Harmony , you can not only plan May 2025 correctly, but also maintain full compliance with labor law requirements – without the need to manually recalculate your working hours.

 

 

Time Harmony - 2025-04-08 - Entrepreneur's Guide, Working time registration, planning and settlemnet - No Comments
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Effective management of employees across multiple locations

Time Harmony enables efficient and consistent management of employees across multiple locations. See how it works in practice.

Managing a large number of warehouse employees in different locations is one of the most demanding tasks faced by modern logistics and warehouse companies. This is due to the need to effectively coordinate the work of people who perform different activities in different conditions. This brings challenges to communication, monitoring progress and maintaining consistency in achieving operational goals. Effective management requires the use of appropriate tools that will allow for efficient operation despite various working conditions.

Manage teams across time zones

Time Harmony is a Labour Management System used globally, which offers functionalities that allow you to support multiple time zones, extend it to any language, as well as use local holiday calendars and types of absences. With these capabilities, the system provides unified reporting from different locations, regardless of time zone.

The system records and centralizes data on working time and all activities performed, both system and non-system. It presents this data in a single view, in a preferred layout, focusing on key indicators. Integration with local work schedule planning systems makes Time Harmony a comprehensive tool for managing and monitoring working time, employee activities and performance, and processes.

In Poland, the Time Harmony functionality, which includes monitoring of activities and performance as well as reporting of key indicators, is enriched with full-scale T&A functionality. It includes not only the recording of working time, but also the planning of schedules and full settlement of working time in accordance with the applicable labor law.

Key functionalities supporting management of employees across multiple locations

Time Harmony is a system that enables effective management and monitoring of the work of even teams of thousands of employees, in many locations and even time zones at the same time.

The key functionalities of the system in this context are:

✅ Online insights – Managers monitor employee uptime and performance in real-time on interactive dashboards tailored to their preferences. The system allows you to focus on key indicators for operational efficiency and immediately respond to deviations from the norm.

✅ Interactive dashboards – The system presents the current workflow using widgets and charts. Users track attendance counters, employee counters on breaks, analyze the team's participation in individual activities, both systemic and non-systemic. The system also allows you to monitor performance in specific tasks over a selected period of time and generate rankings, such as the Top 10 most effective employees.

✅ Support for multiple time zones – settings per country taking into account all time zones, use of local holiday calendars and the ability to define absences for a selected country

✅ Advanced scheduling and settlement of working time – in Poland, the system enables dynamic planning and optimization of schedules, taking into account the provisions of the labor law, including daily and weekly rest requirements. Automatic analysis of schedule compliance with regulations allows you to avoid violations and minimize the risk of irregularities in working time planning. In addition, the system provides full settlement of working time, including the calculation of overtime and allowances on this account.

With these features, companies can increase operational efficiency, improve workflows, and optimize team management processes.

Fast deployment and easy integration into internal systems

Another advantage of implementing Time Harmony is the quick implementation time – up to 3 weeks. The system is designed for easy integration, relying on access to the local LAN/WAN or Wi-Fi, without the need to interfere with the company's IT architecture.

Time Harmony flexibly connects with:

✔ WMS (Warehouse Management System) – ensures smooth synchronization of logistics and warehouse data,
✔ HR and payroll system – automates the recording of working time and its settlement,
✔ Production system – to synchronize production data
✔ Access control system – enables monitoring of employee entries and exits, providing additional security.

Unified reporting for large organizations

In organizations with multiple divisions, unified reporting is critical to ensure data consistency and enable effective performance comparisons. Time Harmony provides reliable analyses of work performance in various locations, taking into account their operational specifics.

Managers responsible for a given area can monitor the actual performance indicators for many locations at the same time and make strategic decisions based on this.
The system also enables benchmarking – comparing the effectiveness of individual branches, identifying best practices and implementing optimization at the level of the entire organization.

Expert support and global reach

Behind the smooth implementation of Time Harmony is the P2P2 team, which helps organizations adapt the system to their specifics. Experts take care of:

🔹 Configuration of settings according to company requirements,
🔹 Integration with internal systems via API,
🔹 Transfer of employee data and synchronization of information.

Time Harmony is a solution proven all over the world. The system has been implemented in  the United States, Argentina, South Africa and many European countries, such as  the Czech Republic, Slovakia, Hungary, Austria, Bulgaria, Romania, Spain, France and Italy.

Effective management of employees across multiple locations - summary

Time Harmony is a comprehensive tool for effective management of  employees across multiple locations within one organization. It gives you full control over your working time, productivity and schedules. The system records and centralizes data from various internal systems, presenting it in the form of online widgets and reports. This enables quick operational decision-making and an in-depth analysis of work processes at different locations, supporting optimisation measures. With fast deployment, flexible integration, and global reach, Time Harmony is the ideal solution for modern organizations that seek to increase efficiency and optimize HR processes.

 

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Working time in April 2025 – how to calculate the number of hours?

Compliant with Polish Labour Law

Working time in April 2025 – how to calculate the number of hours?

April is the month in which the calculation of the working time is particularly important due to the Easter holidays. In 2025, Easter falls on April 20 and 21. According to the regulations, Easter Sunday (20 April) does not affect the working time, as it is a day off regardless of holidays. Easter Monday (21 April) is a public holiday, which means that the number of working days in April will be reduced by one day.

Correct calculation of working time is crucial for employers and HR departments, as it is the basis for planning work schedules. In this article, we will explain how to calculate the working time in April 2025 in accordance with the applicable regulations.

Basis for calculating working time

According to Article 129 of the Polish Labour Code, the basic working time in Poland is:

  • 8 hours a day,
  • 40 hours in an average five-day working week in the adopted settlement period.

Employers must also take into account the mandatory daily and weekly rest, as well as public holidays, which affect the number of working hours in a given month.

To calculate the number of working hours in a given month, you should:

  1. Multiply 40 hours by the number of full weeks of work in a given month.
  2. Add the number of hours that correspond to the working days that remain after counting the full weeks.
  3. Subtract 8 hours for each public holiday that falls on a working day.

Working days and holidays in April 2025

In 2025, April has 30 days. The arrangement of holidays and holidays is as follows:

  • Weekends: 5-6, 12-13, 19-20, 26-27 April – holidays due to the 5-day working week
  • Public holiday: April 21 (Easter Monday).

This gives a total  of 21 working days, because a holiday falling on a Monday reduces the number of working days in a month.

Working time in April 2025 - calculation

To calculate the number of working hours, multiply the number of working days by the standard number of working hours per day:

21 working days × 8 hours = 168 hours

Finally, the working time in April 2025 is 168 hours for full-time employees.

The importance of proper working time planning

Calculating the working time is crucial for the organization of work in companies. Proper scheduling:

  • Ensures compliance with the Labour Code,
  • Minimizes the risk of errors in calculating wages, especially in the context of overtime,
  • It allows for better management of human resources, thanks to which excessive burden on employees is avoided,
  • It makes it easier to plan holidays and days off, which is especially important during holiday periods.

Therefore, more and more companies use modern working time management systems that automatically take into account the requirements of the Labor Code.

Summary

In April 2025, the working time is 168 hours, as this month includes 21 working days. Easter Monday (21 April) is a public holiday, which reduces the total number of working days in a month.

Proper planning of work schedules is crucial for compliance with regulations and effective workforce management. To avoid mistakes in planning and settling working time, it is worth using tools that automate this process.

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Working days in April 2025 - plan and settle your working time with Time Harmony

The Time Harmony  system is an advanced tool that supports companies in precise planning and settlement of working time in accordance with applicable regulations. Thanks to the system's automatic functions, employers can easily:

Planning work schedules

✅ Create schedules in accordance with the Labour Code , taking into account working hours limits, daily and weekly rest, as well as days off.
✅ Automatically adjust schedules to changes due to holidays.
✅ Plan equivalent working hours and shift systems, minimizing the risk of excessive workload on employees.

Settlement of working time

✅ Accurately record working time – the system monitors employee entries and exits, eliminating manual registration errors.
✅ Automatically settle overtime in accordance with the regulations, taking into account both remuneration and the possibility of taking time off.
✅ Register work on public holidays, indicating the allowances due and the possibility of receiving another day off.

Support in overtime collection

✅ The system automatically indicates the most convenient dates for collecting overtime and generates recommendations for employers.
✅ It enables efficient management of the overtime bank, which allows for a more flexible approach to working time planning.

With Time Harmony , employers can optimize their time management process, ensuring regulatory compliance and improving organizational efficiency.

 

 

Time Harmony - 2025-03-17 - Entrepreneur's Guide, Working time registration, planning and settlemnet - No Comments
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Easter peak season in a warehouse. Time Harmony supports the organization of warehouse work.

Easter peak season, is a time of increased traffic in warehouses. The increase in the number of orders, sometimes even several times, the pressure to make quick deliveries and the need to optimize work make warehouse management even more challenging. To meet these requirements, it is crucial to use modern tools for work planning and process monitoring.

The Time Harmony system allows warehouse managers and foremen/team leaders to better organize the work, analyze efficiency and quickly respond to dynamically changing operating conditions, based on centralized, real-time data.

Work Planning – The key to effective management during the pre-holiday period

Handling a higher volume of orders in the Easter peak season requires precise work planning that takes into account both resource availability and an even workload.

This approach allows for full use of available resources and the elimination of bottlenecks, which ensures efficient order processing.

The Time Harmony system allows for effective management of schedules, thanks to which tasks are assigned in an optimal way, in accordance with actual operational needs during the Easter peak season.

With Work Scheduling, a warehouse manager, foreman, or crew leader can:
• Define the key tasks for individual changes in advance,
• Optimize picking, packing, and shipping processes to meet increased demand.
• Adjust schedules to the dynamically growing number of orders during the Easter peak season,
• Monitor workload and avoid downtime.

The use of modern planning tools avoids a situation in which a sudden increase in orders before Easter leads to operational chaos and a decrease in work efficiency.

Monitoring the work of temporary workers in the Easter peak season

The increase in the number of orders in the pre-holiday period often requires the employment of additional employees through temporary employment agencies. In such situations, it becomes crucial to monitor the commitment and effectiveness of temporary workers on an ongoing basis.

The Time Harmony system allows for full control over the work of temporary staff, providing detailed data on their activity, tasks and working time.

Monitoring features for contingent workers include:
• Tracking the start and end time of work,
• Analysis of performance in the tasks performed,
• Verification of compliance of work with the agreed schedule,
• Identify areas that require additional training or support.

This allows warehouse managers to assess the performance of temporary workers on an ongoing basis and make decisions about their further employment or staff transfers, which is especially important in the dynamic Easter peak season.

Real-time monitoring of warehouse processes

In the busy pre-holiday period, it is especially important to monitor warehouse operations continuously. Time Harmony provides real-time online data, enabling immediate responses to any irregularities."

With monitoring capabilities, you can:

  • Track the progress of orders in real time,
  • Identify potential bottlenecks in the logistics process,
  • Respond to delays and eliminate inefficiencies,
  • Analyze the performance of individual employees during a key period of increased work.

This allows warehouse managers to make quick decisions that allow them to maintain a high quality of service, even with a sharp increase in the Easter peak season.

Interactive dashboards – full insight into the working day of teams

One of the biggest challenges in the pre-holiday peak is having to control multiple variables at once. Time Harmony solves this problem through interactive dashboards that provide a complete view of your teams' workday on a single screen.

With the help of interactive panels, warehouse managers can:

  • Analyze key performance indicators (KPIs),
  • Track employee performance in the tasks performed,
  • Monitor the compliance of the implementation of processes with the agreed schedule,
  • Identify areas for improvement.
Time Harmony is a system that centralizes data on the course of work processes. All key KPIs that are important for a given manager are available in one place – in the form of an interactive dashboard – which significantly supports operational decision-making and improves warehouse planning and management in the critical pre-holiday period.

Process optimization and quick insight into employee engagement

Time Harmony centralizes data on both system and non-system activities that are not recorded by WMS systems, but at the same time constitute a significant part of working time. This gives companies a complete view of the entire operational process, which enables detailed analysis of these activities. Based on the collected data, it is possible to identify areas for optimization and implement improvements aimed at eliminating inefficiencies, increasing work efficiency and improving the organization of processes.

The system enables:

  • Analyzing how much time each stage of the logistics process takes,
  • Workflow optimization by eliminating unnecessary activities,
  • Tracking the degree of utilization of resources and workstations,
  • Identifying areas where organizational changes need to be implemented.

In addition, quick insight into employee engagement allows for better separation of duties, which translates into greater operational efficiency, especially important during pre-holiday logistics peaks.

Increase in employee self-control and work efficiency

Effective warehouse management is not only about monitoring processes, but also about motivating employees to self-control and increase work efficiency. Time Harmony allows you to accurately measure working time, breaks and the period between arriving at the warehouse and taking the first action.

The benefits of this solution include:

  • Increasing discipline and commitment to the tasks performed,
  • Elimination of ineffective habits,
  • Better organization of working time,
  • Greater awareness of employees about their own effectiveness, which is especially important during the period of increased pre-Christmas traffic.

As a result, warehouse teams become more disciplined and efficient, which directly translates into the efficiency of the entire warehouse at a key moment of increased work.

Fast implementation and immediate access to data

One of the biggest advantages of the Time Harmony system is its quick implementation.

The implementation of Time Harmony can be completed even within 2-3 weeks, which allows to instantly start monitoring the operation of the warehouse.

From day one, the system provides complete workflow data, enabling immediate process optimization and the elimination of bottlenecks. Thanks to this, companies can quickly increase their efficiency, especially during the period of increased Easter peak season.

Summary

The increased traffic before Easter is a challenge that can be met with the right tools for work management and process monitoring. The Time Harmony system provides functionalities that enable effective planning, ongoing tracking of operations and optimization of processes.

Interactive dashboards provide a full view of the working day of teams, and monitoring working time is conducive to increasing self-control and employee efficiency.

By implementing Time Harmony, warehouse managers can not only meet the growing demands, but also ensure high quality service and optimal use of resources during the crucial peak season, such as before Easter. In today's market reality, where time and efficiency determine competitiveness, the use of modern systems such as Time Harmony is becoming essential for any warehouse that wants to effectively manage the increased traffic ia a hot peak season.

 

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