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Search Salaries > Advisor > Warsaw
Job Description
How much does a Advisor in Warsaw ?

The base salary for a Advisor in Warsaw is 60000
Also known as:

60000

Median Base Salary (Percentile 50)
33 observations
(Updated: 30 Aug 2024)

Confidence

Good

Avg. Bonus per year

9000 €

Of avg. Stock options

9000 €
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Salary Table

A Advisor earns register to see pay in Warsaw, but the base salary ...

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Level Below median
(25th percentile)		 Market median
(50th percentile)		 Above median
(75th percentile)		 Top Competitive
(90th percentile)
Junior Upgrade to see years of experience 60000 Upgrade to see years of experience 60000 Upgrade to see years of experience 60000 Upgrade to see years of experience 60000
Mid Upgrade to see years of experience 60000 Upgrade to see years of experience 60000 Upgrade to see years of experience 60000 Upgrade to see years of experience 60000
Senior Upgrade to see years of experience 60000 Upgrade to see years of experience 60000 Upgrade to see years of experience 60000 Upgrade to see years of experience 60000
Lead Upgrade to see years of experience 60000 Upgrade to see years of experience 60000 Upgrade to see years of experience 60000 Upgrade to see years of experience 60000
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Bonus & Stock options

This position usually comes with bonuses and the possibility of accessing stock options. Both must be added to ...

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Level Min Avg Max
Junior Upgrade to see years of experience 60000 Upgrade to see years of experience 60000 Upgrade to see years of experience 60000
Mid Upgrade to see years of experience 60000 Upgrade to see years of experience 60000 Upgrade to see years of experience 60000
Senior Upgrade to see years of experience 60000 Upgrade to see years of experience 60000 Upgrade to see years of experience 60000
Lead Upgrade to see years of experience 60000 Upgrade to see years of experience 60000 Upgrade to see years of experience 60000
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Experience Min Avg Max
Junior Upgrade to see years of experience 60000 Upgrade to see years of experience 60000 Upgrade to see years of experience 60000
Mid Upgrade to see years of experience 60000 Upgrade to see years of experience 60000 Upgrade to see years of experience 60000
Senior Upgrade to see years of experience 60000 Upgrade to see years of experience 60000 Upgrade to see years of experience 60000
Lead Upgrade to see years of experience 60000 Upgrade to see years of experience 60000 Upgrade to see years of experience 60000

Supply and demand

Highly supplied position in a highly demanded market
Supply | (<100 professionals)
Demand | (<100 job offers)

Gender gap

Unbalanced

Male

61%

Female

39%

Benefits

There are statutory benefits associated with a Advisor in Warsaw according to ...

Most Common Benefits

Competitive advantages associated with a Advisor in Warsaw
Professional Development | 6216€ annually
In Poland, the commitment to professional development is a strategic priority for many companies, reflecting a broader cultural emphasis on lifelong learning. Organizations often allocate resources to a diverse array of development opportunities, including specialized workshops, industry-specific courses, interactive seminars, and personalized mentorship programs. These initiatives are tailored to enhance both technical skills and soft skills, equipping employees to navigate the complexities of a dynamic job market. By fostering a culture of continuous improvement, companies not only enhance employee satisfaction and retention but also stimulate innovation and strengthen their competitive position in the industry. This focus on development empowers employees to contribute more effectively to organizational goals, ultimately driving sustainable growth and success.

Side Benefits to attract & retain talent

Additional perks for a Advisor in Warsaw
Flat Hierarchy
Casual Dress Code
Mobile Phone
Disability Leave
Free Snacks
Gym
Work From Home
Flexible Working Hours

Statutory Benefits

Mandatory benefits in Warsaw
The minimum wage in Poland is a vital economic instrument designed to guarantee that workers earn a sufficient income to cover basic living expenses, thus playing a pivotal role in enhancing the quality of life for many citizens. Established by governmental decree, this wage floor undergoes periodic evaluations and adjustments based on factors such as inflation, economic performance, and shifts in living costs. By ensuring a minimum income level, it aims to alleviate poverty, promote equitable labor practices, and encourage consumer spending, which in turn fosters economic growth and social welfare. Additionally, it serves as a benchmark for fair compensation, helping to narrow income disparities and support a more balanced and inclusive economy.
In Poland, employers are required to make contributions to the social security system, which is administered by the Polish Social Insurance Institution (ZUS). This system provides a comprehensive range of benefits, including pensions, disability, sickness, and accident insurance, as well as family and maternity benefits, ensuring a safety net for employees. Contributions are a legal obligation and are crucial for maintaining social welfare and financial support. The rates of these contributions are subject to periodic review and adjustments to ensure the system's sustainability and adequacy, reflecting changes in economic conditions and demographic trends. This structured approach helps safeguard employees' well-being and supports a stable workforce by providing essential social protection.
In Poland, accident insurance is a compulsory provision by employers to protect employees from the financial burdens of workplace injuries and occupational diseases. This insurance encompasses coverage for medical expenses, rehabilitation services, and compensation for lost income due to inability to work. The contribution rates vary based on the assessed occupational risk, the company's accident history, and the industry sector. Managed by the Polish Social Insurance Institution (ZUS), this system is designed to offer financial security and comprehensive support to injured workers and their families, ensuring they receive necessary care and compensation. This mandatory insurance is a critical component of Poland's social security framework, promoting workplace safety and employee well-being.
In Poland, health insurance is a cornerstone of the national healthcare system, providing essential medical service access for all citizens and residents. Employers are required to provide health insurance, with contributions shared between employers and employees, as determined by the National Health Fund. This system ensures comprehensive healthcare coverage, encompassing preventive care, medical treatment, specialist consultations, and hospital care. It supports a healthier workforce, enhances public health, and reduces the financial burden of medical expenses, making healthcare accessible and equitable for everyone.
Disability Insurance in Poland is a compulsory benefit that forms a crucial part of the country's social security framework, overseen by the Polish Social Insurance Institution (ZUS). Employers are required to contribute to this insurance, which provides financial support to employees who become disabled and unable to work. Contributions are determined as a percentage of the employee's salary, with rates reviewed periodically to ensure alignment with national economic standards. This insurance serves as a vital safety net, offering income stability and access to essential rehabilitation services for individuals facing long-term or permanent disabilities. It underscores the commitment to social welfare by helping affected individuals sustain their livelihoods and facilitating their reintegration into society.
Maternity leave in Poland provides 20 weeks of paid leave, supported by the social security system, to ensure financial stability and well-being for new mothers. This essential time allows mothers to recover from childbirth and bond with their newborns. The leave can commence up to six weeks before the anticipated delivery date, with the remainder taken postpartum. Fathers have the option to utilize a portion of this leave, encouraging shared parental responsibilities and fostering a balanced family dynamic. Additionally, the leave can be extended under certain conditions, offering further support to families.
In Poland, pension contributions form an integral component of the social security framework, mandating both employers and employees to invest in the future financial security of the workforce. These contributions are administered by the Polish Social Insurance Institution (ZUS), which determines the contribution rates and oversees their distribution. Employers bear a substantial share of the contribution burden, while employees contribute a portion directly from their earnings. These funds are vital for sustaining the national pension scheme, offering a reliable source of income for retirees and ensuring long-term financial stability as individuals transition out of the workforce. The system is designed to provide a safety net, reflecting a commitment to social welfare and economic security for the aging population.
The 14th month salary in Poland is an extra financial benefit commonly found in certain industries, functioning as a bonus to acknowledge employees' efforts over the year. Although not mandated by law, this practice is frequently outlined in sector-specific agreements or collective bargaining contracts. It aims to enhance employee morale and loyalty, demonstrating the company's recognition of its workforce's dedication and fostering a positive organizational culture. This additional compensation can vary in its calculation and distribution, often aligning with the company's financial performance and strategic objectives.
Sickness insurance in Poland is a mandatory system aimed at safeguarding employees' financial well-being during times of illness or incapacity to work. Administered by the Polish Social Insurance Institution (ZUS), this program requires contributions from employees' salaries. It ensures that individuals receive a portion of their income when health issues prevent them from working, thus promoting financial stability. By alleviating the stress of income loss, it encourages a focus on recovery and well-being. The system also covers various health-related absences, providing a safety net that supports both physical and mental health recovery.
In Poland, the Labour Code mandates that employees receive a minimum of 20 to 26 days of paid annual leave, depending on their length of service. Employees with less than 10 years of service are entitled to 20 days, while those with 10 years or more receive 26 days. This entitlement includes full pay, underscoring the importance of rest and rejuvenation. The policy promotes work-life balance and supports employee well-being, recognizing the necessity of time off for personal and family commitments. Additionally, the leave can be used flexibly throughout the year, allowing employees to manage their schedules effectively. This approach reflects Poland's commitment to the holistic health of its workforce, ensuring that employees have the opportunity to recharge and return to work refreshed.
In Poland, employees benefit from a comprehensive sick leave policy that provides financial support during periods of illness. Employees are entitled to paid sick leave, which ensures they receive a portion of their salary while recovering. For the first 33 days of sick leave within a calendar year, the employer is responsible for the payment. However, for employees over 50 years of age, this employer-paid period is reduced to 14 days. Beyond these initial days, the Social Insurance Institution (ZUS) takes over the responsibility for compensating the employee, ensuring that they continue to receive financial support. This system is designed to alleviate the financial burden on employees during their recovery, promoting both health and economic stability.
In Poland, the retirement pension system forms a vital part of the social security network, crafted to provide financial security for individuals as they enter retirement. This system is funded by mandatory contributions from both employers and employees, based on a percentage of the employee's salary. The pension amount is calculated considering the individual's lifetime earnings, the total period of contributions, and the length of service. Additionally, demographic factors and changes in life expectancy are taken into account to ensure sustainability. The system is designed not only to offer retirees a steady income but also to reflect their economic contributions throughout their working lives, thereby maintaining their quality of life post-retirement.
In Poland, the 13th month salary is a widely recognized employment benefit that serves as an additional financial reward for employees, usually distributed at the end of the calendar year. This extra month's pay is intended to alleviate financial pressures during the holiday season, offering employees increased economic flexibility and the ability to manage holiday expenses more comfortably. The 13th month salary is typically calculated based on the employee's regular monthly earnings, providing a significant boost to their annual income. While not a legal requirement, this practice is prevalent across various sectors, underscoring a commitment to enhancing employee welfare and satisfaction. By offering this benefit, employers aim to improve morale, foster loyalty, and incentivize productivity throughout the year, creating a more motivated and engaged workforce.
Taxes & Payrolls

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