600 PLN bonus to the employee's salary. There is only one condition

• An attendance bonus or, in other words, an absence bonus may be granted by the employer for not being absent from work.
• The allowance can be up to PLN 600 and is an incentive for employees not to take sick leave or leave on demand.

According to the Labor Code, the basis for an employee's payment is always the basic salary, but additional remuneration components may be introduced.

Supplements such as a attendance bonus are most often introduced in large workplaces, because the absence of an employee/employees from work can disorganize the work process. This benefit can amount to as much as PLN 500, PLN 550 or even PLN 600 per month in addition to salary .

The attendance bonus depends on meeting the requirements imposed by the employer, e.g. 100 percent attendance at work in a given month.

What is important, however – as Infor.pl points out – the provisions of the Labor Code do not require employers to pay absence/attendance bonuses. These bonuses usually result from internal company acts (e.g. remuneration regulations).

According to the Minister of Family, Labor and Social Policy, Agnieszka Dziemianowicz-Bąk, "bonuses for not being sick should not exist".

According to the head of the Ministry of Labor, one of the main goals of the government should be to limit the situations in which employees come to work sick . The minister also emphasized that one of the solutions to this problem would be for ZUS to take over the payment for sick leave. So far, however, the ministry has not indicated specific actions and plans that the government should adopt. Importantly, according to experts, a potential change in the law prohibiting the payment of bonuses from being dependent on whether an employee is sick may be difficult to implement.

Infor.pl explains that labor law regulations do not explicitly prohibit this type of allowance - they allow for privileged, better treatment of employees. However, if employees prove that the allowance introduced by the employer is discriminatory, the case may end up in court. The employer cannot introduce criteria that cannot be met by all employees.

Copyrighted material - reprint rules are specified in the regulations .