Working in an e-commerce fulfillment center means picking, packing and checking orders, but the job is sharply seasonal: peak season at the turn of October and November brings more hours and an easier start, while after the season the number of shifts and contracts drops.

What working in an e-commerce fulfillment center involves

The basic positions are order picking, packing, quality control and goods receiving. Picking is usually guided by a scanner or system that shows the next step, so the language barrier is low, similar to work in warehousing and logistics. Almost every action here is logged, and productivity targets tend to be set higher than in a classic warehouse.

What your peak-season earnings depend on

The floor is set by the minimum wage under an employment contract (umowa o pracę) and the minimum hourly rate under a contract of mandate (umowa zlecenie). These are statutory minimums, not a typical seasonal payout. Under an employment contract, earnings rise through overtime and the night shift allowance, described in the sections below; under a contract of mandate, only what the contract provides. You will learn the exact rate and contract type for a given position with the specific offer.

The season: from the turn of October and November to January

Peak season starts at the turn of October and November and usually ends in January. Year-round positions, such as goods receiving or quality control, are typically filled outside the peak and don't disappear after the season. Worth asking about if you want longer employment. When signing a seasonal contract, it's also worth asking whether the position is year-round or only for the peak period.

Before signing a seasonal contract, ask directly about two things: the expected end date and the rules for deciding on an extension.

Seasonal contract

Fixed-term employment contracts (umowa o pracę na czas określony) are subject to statutory limits on their number and total duration, and the type and period of the contract for a given position are stated with the specific offer. Under a contract of mandate, which is more common here, the duration and the rules for ending the cooperation follow from the contract and the Civil Code.

Overtime and the night shift allowance

Under an employment contract, overtime work due to the employer's special needs cannot exceed 150 hours per calendar year; a higher annual limit can be set by a collective agreement, work regulations or the employment contract. Under a contract of mandate, which is more common here, this limit and other Labour Code working time limits usually do not apply, and the number of hours follows from the contract. Under an employment contract, for every hour of night work (8 consecutive hours between 9 PM and 7 AM, set by the employer), an allowance of 20% of the hourly rate derived from the minimum wage is due; under a contract of mandate, only what the contract provides.

Productivity targets and the law

Productivity here tends to be measured individually and compared between employees. It has two limits, though: targets cannot lead to exceeding the overtime limit or skipping breaks, and productivity scoring doesn't replace working time records. The Labour Code overtime limit and working time records apply to an employment contract. Under a contract of mandate, the number of hours follows from the contract and is confirmed in line with it, and productivity measurement doesn't replace that. Questions about hours worked and their settlement go to the coordinator.

For employers

Planning peak-season staffing starts in summer, not October: the reasons are laid out in the article on planning seasonal staffing. An annual overtime limit higher than 150 hours can only be set in a collective agreement, work regulations or the employment contract: a verbal arrangement with the employee alone isn't enough. Measuring productivity in a system also doesn't remove the obligation to keep working time records for every employee. These limits apply to an employment contract. Under a contract of mandate, which is more common in this work, they usually do not apply: the number of hours is set by the contract, and every hour worked must be paid at least the minimum hourly rate. Current job offers in e-commerce logistics are listed in the section for workers, and we will go through the contract period and shift system with the specific offer.

Frequently asked questions

Do you need to know Polish to work in an e-commerce fulfillment center?

Not at the start: picking and packing are guided by a scanner or system showing the next step. Basic communication helps with health and safety (BHP) instructions and talking to the shift leader.

Are there night shifts in peak season and how much do they pay?

Yes, at the height of the season e-commerce centers typically add night shifts. Night hours are 8 consecutive hours between 9 PM and 7 AM set by the employer. Under an employment contract, each such hour carries a 20% allowance on the hourly rate from the minimum wage, and under a contract of mandate only what the contract provides; the shift length itself follows that employer's work regulations.

Is work in an e-commerce fulfillment center physically demanding?

It can be. Picking and packing involve constant movement, and manual handling of goods is limited by health and safety (BHP) rules. You will learn the rules for your specific position at the BHP training before the first shift.

What does recruitment for an e-commerce fulfillment center look like?

In peak season, recruitment is usually fast and large-scale: decisions are often made after a short conversation, without multi-stage tests. The usual conditions to start are a current medical certificate and basic health and safety (BHP) training before the first shift, not prior logistics experience.

This text describes the general rules. What you are entitled to depends on your type of contract: an employment contract (umowa o pracę) or a contract of mandate (umowa zlecenie). Your own contract and payslip are what count.