Understanding Notice Periods (Okres Wypowiedzenia) Under Polish Labour Law

Let's be honest, trying to understand Polish labour law, especially when it comes to something as crucial as notice periods – or okres wypowiedzenia, as it’s known here – can feel like deciphering ancient hieroglyphs while blindfolded. You're not alone if you've stared blankly at your employment contract, wondering what happens if you want to leave, or worse, if your employer decides it's time for you to go. This guide is here to untangle the complexities of Polish notice periods, explaining your rights and obligations, so you can navigate transitions with a bit more confidence and a lot less stress.

The Basics of Notice Periods in Poland: What is Okres Wypowiedzenia?

When you work in Poland, the concept of a notice period is fundamental to ending an employment relationship, whether it's initiated by you or your employer. It's not just a polite heads-up; it's a legally binding timeframe designed to allow both parties to prepare for the separation. For employees, it means time to find a new job; for employers, it means time to find a replacement or restructure. Ignoring these rules can lead to serious legal consequences, so it's vital to get it right.

Why Polish Notice Periods Are Different (and Often Confusing)

One of the biggest sources of confusion for foreigners in Poland is that the rules aren't always straightforward. Unlike some countries where a flat X-week notice might apply to everyone, Poland's system is highly dependent on your contract type and, crucially, how long you've actually been working for that specific employer. This often comes as a surprise, especially to those accustomed to more uniform labour laws elsewhere. The legal framework, primarily the Labour Code (Kodeks Pracy), is quite detailed, aiming to protect employees, but its intricacies can make it a labyrinth for expats who don't speak Polish or understand the local nuances.

Moreover, the difference between umowa o pracę (an employment contract) and civil law contracts like umowa zlecenie (mandate contract) or umowa o dzieło (contract for specific work) is absolutely paramount when discussing notice periods. Many expats, especially those new to the Polish market, might unknowingly sign a civil law contract thinking it offers similar protections to a standard employment contract, only to find out the termination rules are vastly different. Understanding these distinctions is the first critical step to protecting yourself.

Key Terms You Need to Know

Before we dive deeper, let's get acquainted with a few essential terms you'll encounter when discussing notice periods in Poland. These aren't just legal jargon; they're the building blocks of your employment rights and responsibilities here.

• Okres Wypowiedzenia: This is the notice period itself – the time between when notice is given and when the employment officially ends.
• Wypowiedzenie Umowy o Pracę: The act of terminating an employment contract, either by the employer or the employee.
• Umowa o Pracę: The gold standard of employment in Poland, this is a full employment contract, offering the most protection under the Labour Code. Most of the notice period rules we'll discuss apply specifically to this type of contract. For a deeper dive into the different types, you should definitely check out our guide on "Understanding the Umowa o Pracę vs Umowa Zlecenie vs Umowa o Dzieło".
• Umowa Zlecenie: A mandate contract, a civil law agreement. It's often used for specific tasks or services and offers far less protection than umowa o pracę. Notice periods here are usually stipulated in the contract itself, if at all.
• Umowa o Dzieło: A contract for specific work, also a civil law agreement. This is for delivering a specific, tangible outcome (e.g., writing an article, designing a logo). It generally doesn't have a notice period in the traditional sense, as it ends upon completion of the work.
• Okres Próbny: The probationary period. This is a special phase at the beginning of an umowa o pracę, where shorter notice periods apply. It's designed to allow both parties to assess the fit. You can learn more about this in "Understanding Probation Periods (Okres Próbny) in Polish Jobs".
• Rozwiązanie Umowy za Porozumieniem Stron: Termination by mutual agreement. This is often the smoothest way to end employment, as both parties agree on the terms, including the end date, which can bypass standard notice periods.

Knowing these terms won't just help you understand your contract; it will empower you to ask the right questions and avoid potential pitfalls. Many expats find themselves in tricky situations simply because they didn't fully grasp the implications of the contract type they signed or the terminology involved.

Understanding Different Types of Employment Contracts and Their Notice Periods

The type of contract you have in Poland fundamentally dictates your notice period. It's not a "one size fits all" situation, and mistaking one for another can have significant repercussions when it's time to part ways with your employer. Let's break down the most common types.

Notice Periods for Umowa o Pracę (Employment Contract)

This is where the Polish Labour Code truly kicks in, offering employees a robust framework of rights. If you have an umowa o pracę, your notice period is primarily determined by your length of service with your current employer, and it applies whether you're resigning or being dismissed.

There are three main categories for umowa o pracę notice periods:

1. Fixed-term contracts (umowa na czas określony) and indefinite-term contracts (umowa na czas nieokreślony): The notice periods here are identical once you've passed any probationary period.
   • 2 weeks: If you've been employed for less than 6 months.
   • 1 month: If you've been employed for at least 6 months but less than 3 years.
   • 3 months: If you've been employed for 3 years or more.

It's crucial to remember that these periods are calculated from the duration of your employment with that specific company, not just your current contract. If you had a series of fixed-term contracts that seamlessly transitioned into an indefinite one with the same employer, that entire period counts towards your length of service. This is a critical protection for employees. For instance, if you started on a one-year fixed-term contract, then renewed for another two years, and then moved to an indefinite contract, your service would count from the very first day. This prevents employers from resetting your length of service by offering new contracts repeatedly.

For example, imagine you started a job in Warsaw on January 1, 2024, on a fixed-term contract. If you decide to leave on April 15, 2024, you would fall into the "less than 6 months" category, meaning your notice period is 2 weeks. However, if you're still with the company on July 1, 2024, you've now crossed the 6-month threshold, and your notice period automatically increases to 1 month. This automatic increase is a statutory right, regardless of what might be written in an older contract template.

Notice Periods for Umowa Zlecenie (Mandate Contract) and Umowa o Dzieło (Contract for Specific Work)

Now, this is where many expats get caught out. Umowa zlecenie and umowa o dzieło are civil law contracts, not employment contracts. This means they are not governed by the Labour Code, and consequently, the statutory notice periods mentioned above simply do not apply. This is a fundamental difference that you absolutely must understand.

• Umowa Zlecenie: For a mandate contract, the notice period (or lack thereof) will be explicitly stated in the contract itself. If your contract doesn't specify a notice period, it can generally be terminated by either party with immediate effect, or at least with very short notice (e.g., 7 days), depending on the specific wording and circumstances. It's often advisable to include a notice period in your umowa zlecenie if you want some stability, but many standard templates do not. Always read these contracts carefully, ideally with a Polish speaker or legal professional. This type of contract is often used for freelancers or those in project-based roles, and while it offers flexibility, it comes at the cost of employment security. For instance, if you're working on an umowa zlecenie providing English tutoring, and your client suddenly decides to stop, you might find yourself without income very quickly if no notice period was agreed upon.

• Umowa o Dzieło: A contract for specific work typically relates to delivering a defined outcome. Think of it like commissioning a piece of art or a translation. Once the "dzieło" (work/piece) is delivered and accepted, the contract is fulfilled and ends. It doesn't have a traditional notice period because the relationship is tied to the completion of a task, not an ongoing employment. If the work is incomplete, terminating the contract would involve discussions about compensation for work already done, rather than a notice period. This means there's no notice period to serve.

The key takeaway here is: if you're not on an umowa o pracę, the Labour Code's protections around notice periods largely don't apply. Your rights and obligations are almost entirely dependent on what's written in your specific contract. This is why reading and understanding "Understanding Polish Employment Contracts and Worker Rights (2026)" is so crucial when you're initially signing up for a job in Poland.

Probationary Periods (Okres Próbny) and Their Unique Rules

Almost every umowa o pracę begins with a probationary period, or okres próbny. This is a maximum 3-month period designed for both you and your employer to test the waters, ensuring that the role and the company are a good fit. During this time, the standard notice periods are significantly shorter, reflecting the provisional nature of the employment.

The notice periods for an umowa o pracę during the probationary period are:

• 3 working days: If the probationary period is up to 2 weeks.
• 1 week: If the probationary period is longer than 2 weeks but less than 3 months.
• 2 weeks: If the probationary period is 3 months.

It's important to understand that your umowa na okres próbny (probationary contract) explicitly states its duration. Once this period concludes, if both parties agree, your contract will usually transition into a fixed-term or indefinite-term umowa o pracę, and the standard notice periods based on total length of service will then apply. This means that if you're on a 3-month probationary contract and your employer decides on the last day of the third month not to offer you a permanent position, they still have to give you 2 weeks' notice. This gives you a little bit of breathing room to find your next gig.

Many expats find this initial period particularly stressful, especially if they've moved countries for the job. The shorter notice period means less time to react if things don't work out. It highlights the importance of making a good impression and also doing your due diligence on the company from the outset.

Calculating Your Notice Period: A Practical Guide

Okay, so you know the different types of contracts and the general rules. Now, let's get down to the nitty-gritty: actually calculating your notice period. This isn't just about counting days; there are specific rules about when the clock starts ticking and how to account for your service time.

How Length of Service Impacts Your Notice Period

As we touched upon, for umowa o pracę, your notice period is directly tied to how long you've continuously worked for that specific employer. This isn't just about your current contract; it's about the entire unbroken period you've been employed by them, even if you've had several different contracts (e.g., a series of fixed-term contracts leading to an indefinite one).

Let's illustrate this with an example:

• Scenario 1: Short Stint

  • You started working on April 1, 2024.
  • You give notice (or receive it) on July 10, 2024.
  • Your employment has lasted 3 months and 10 days, which is less than 6 months.
  • Your notice period: 2 weeks.

• Scenario 2: Medium Term

  • You started working on January 1, 2023.
  • You give notice (or receive it) on May 15, 2024.
  • Your employment has lasted 1 year, 4 months, and 15 days, which is between 6 months and 3 years.
  • Your notice period: 1 month.

• Scenario 3: Long-Hauler

  • You started working on October 1, 2020.
  • You give notice (or receive it) on August 20, 2024.
  • Your employment has lasted 3 years, 10 months, and 20 days, which is 3 years or more.
  • Your notice period: 3 months.

This table can help you visualize the standard notice periods for umowa o pracę:

Length of Employment with Current Employer	Notice Period
Less than 6 months	2 weeks
At least 6 months but less than 3 years	1 month
3 years or more	3 months

Remember, this calculation is statutory. Even if your contract accidentally (or intentionally) states a shorter notice period than legally required based on your length of service, the statutory period will prevail. Your employer cannot legally shorten your rights defined by the Labour Code.

When Does the Notice Period Actually Begin?

This is a frequently misunderstood aspect and can cause significant headaches if not handled correctly. In Poland, notice periods are almost always linked to calendar units:

• Weekly notice periods (e.g., 2 weeks): These end on a Saturday. This means if you give or receive notice on a Monday, the notice period starts immediately and runs for two full weeks, ending on the Saturday of the second week. If you give notice on a Friday, the clock still starts immediately, but your notice period will end on the Saturday of the third week, giving you effectively more than two calendar weeks.
• Monthly notice periods (e.g., 1 month, 3 months): These always end on the last day of a calendar month. So, if you give or receive notice on the 5th of April, your 1-month notice period will run until the 31st of May (the last day of the next month). If you give notice on the 28th of April, it would still run until the 31st of May. This is incredibly important, as it means the actual time you serve can vary considerably depending on when in the month you give or receive notice.

Let's use an example for a 1-month notice period:

• If you give notice on April 10th, your notice period ends on May 31st. (Effective 1 month and 21 days).
• If you give notice on April 28th, your notice period still ends on May 31st. (Effective 1 month and 3 days).

This rule can sometimes work in your favour, giving you a bit more time than a strict "30 days" or "90 days" calculation. However, it requires careful planning, especially if you have a start date for a new job. Always factor this into your calculations to avoid overlapping commitments or unexpected gaps in employment.

Important Considerations for Working Through Your Notice

Serving your notice period isn't just about showing up; it comes with specific rights and duties. It's often a period of mixed emotions, but maintaining professionalism is key, and understanding what you're entitled to can make it smoother.

One significant right for employees on a notice period of at least two weeks is the right to paid time off to look for a new job. The Labour Code grants:

• 2 working days: For a 2-week or 1-month notice period.
• 3 working days: For a 3-month notice period.

These days are specifically for job hunting, attending interviews, or generally preparing for your next career step. Your employer cannot refuse this time off, and it must be paid. It's a small but significant benefit that can ease the transition. You'll typically need to inform your employer of your intention to use these days, but they can't demand proof of interviews, for example.

Beyond this, during your notice period, you continue to receive your full salary, and all employment benefits (like health insurance, private medical care if provided, etc.) remain in effect until your last day. You are also still obligated to perform your duties diligently and professionally. While some employers might reduce responsibilities or even put employees on "gardening leave" (sending them home while still paying them), this is usually at the employer's discretion, not an employee's right. For those wondering about what happens with things like "Understanding ZUS Social Contributions in Poland: The Full Guide" or other deductions, they continue as normal until your final day of employment.

Termination by Employer vs. Employee: Your Rights and Obligations

The process of ending an employment relationship can be initiated by either party, and while the notice periods themselves might be similar for umowa o pracę, the surrounding circumstances and legal implications can differ significantly.

Employer-Initiated Terminations: What to Expect

When your employer decides to terminate your umowa o pracę, there are stricter rules they must follow compared to when an employee resigns. This is part of the Labour Code's protective measures for employees.

For an indefinite-term contract (umowa na czas nieokreślony), the employer must:

1. State a valid reason for termination: This reason must be specific, concrete, and justifiable. Vague statements are not sufficient. Examples could include poor performance (with documented evidence of attempts to improve), company restructuring, or redundancy.
2. Consult with the company's trade union (if applicable): If your workplace has a trade union and you are a member, the employer must consult with the union regarding their intention to terminate your employment. The union has a right to express its opinion.
3. Provide the termination in writing: The notice must be in writing and clearly state the notice period applicable.

If you believe your dismissal is unfair or unlawful, you have the right to appeal to the Labour Court (Sąd Pracy). You can claim reinstatement to your position or compensation. This is a crucial right for expats, but navigating a Labour Court case in Poland can be complex and may require legal assistance. It's also worth noting that specific groups of employees are protected from dismissal, which we'll cover later. This is often where getting professional advice regarding "Understanding Polish Employment Contracts and Worker Rights (2026)" can save you a lot of trouble.

Employee-Initiated Terminations: Giving Notice Gracefully

When you decide to resign from your umowa o pracę, the process is generally simpler, but still requires adherence to the notice period. Your resignation must be:

1. In writing: While not strictly required by law to be in writing for validity, it is highly advisable to do so for your own protection and clarity. A written resignation should clearly state your intention to terminate the employment and reference the applicable notice period.
2. Delivered to your employer: Ensure you have proof of delivery, especially if submitting it in person (e.g., ask for a signed copy for your records).

Unlike employers, an employee is not required to state a reason for resigning from an indefinite-term umowa o pracę. You simply state your intention to resign. During your notice period, you are expected to continue performing your duties professionally. While tempting to mentally check out, maintaining a good professional reputation, especially within the expat community, is invaluable. You never know when you might cross paths with former colleagues or managers again. If you're planning your next career move, consider consulting resources like "How to Write a Polish-Style CV and Cover Letter" to ensure your application stands out.

The Dreaded "Mutual Agreement" (Porozumienie Stron)

This is a common way to end employment in Poland, and it often comes up when one party wants to bypass the standard notice period rules. Rozwiązanie umowy za porozumieniem stron means termination by mutual agreement.

The key aspects are:

• Flexibility: Both parties agree on the exact date of termination, which can be immediate, shorter than the statutory notice period, or even longer. This flexibility is its main appeal.
• Negotiation: Everything is negotiable under mutual agreement – the end date, payment for unused leave, severance pay (though not typically mandatory), and other conditions.
• No reason required: Neither party is required to provide a reason for termination.
• No appeal: Once agreed, this type of termination cannot be appealed to the Labour Court. You are agreeing to the terms.

While a mutual agreement can seem like an amicable solution, especially if you have a new job lined up with a strict start date, always be cautious. If your employer proposes a mutual agreement, particularly if they are trying to avoid stating a reason for dismissal, ensure you understand what you are giving up. For example, if you agree to an immediate termination, you might lose out on salary you would have earned during a statutory notice period or potential severance pay if your dismissal would have been for specific employer-related reasons. Always read the terms carefully. Sometimes, agreeing to a mutual agreement can be beneficial, for example, if it means you can start your dream job earlier, but ensure the terms are fair for you.

Special Circumstances and Exceptions to Standard Notice Periods

While the standard rules apply most of the time, Polish labour law also includes specific provisions for various situations that can affect notice periods. These are particularly important for expats, as they often involve protections that you might not be aware of.

Protection Against Dismissal for Certain Employees

Polish law provides special protection against dismissal for certain categories of employees under umowa o pracę. This means an employer cannot simply terminate their contract during specific periods or for specific reasons. These protected groups include:

• Employees on sick leave: An employer generally cannot dismiss an employee during their sick leave (L4) unless the leave exceeds certain statutory limits (e.g., 3 months for short-term illnesses, or the period for collecting sickness benefits for longer-term illnesses, or the total period for collecting rehabilitation benefits).
• Employees on annual leave (urlop wypoczynkowy): You cannot be dismissed while you are on approved annual leave.
• Pregnant employees and employees on maternity/parental leave: This is a very strong protection. Pregnant employees cannot be dismissed from the date they inform their employer of their pregnancy until the end of their maternity leave, except in very specific and rare circumstances (e.g., company liquidation or a serious disciplinary breach that justifies immediate termination). This protection extends to employees on parental leave as well. For those planning a family, this is a critical aspect of "Understanding Maternity and Parental Leave for Workers in Poland".
• Pre-retirement age employees: Employees who are within 4 years of reaching retirement age (currently 60 for women, 65 for men) cannot be dismissed if they have sufficient length of service to be eligible for a pension upon reaching retirement age. This protects older workers from being laid off just before they can claim their pension.

These protections are not absolute, as noted in the example of company liquidation or gross misconduct. However, they place a high burden on the employer to justify any dismissal within these protected periods. If you fall into one of these categories and receive notice of termination, seek immediate legal advice.

Mass Layoffs and Company Restructuring

In situations of mass layoffs (zwolnienia grupowe) or significant company restructuring that leads to job cuts, special rules apply that can sometimes alter standard notice periods or introduce additional benefits like severance pay.

• Severance Pay (Odprawa): When dismissals occur for reasons not attributable to the employee (e.g., economic reasons, company liquidation, restructuring leading to job reduction), and the employer employs at least 20 people, employees dismissed are generally entitled to severance pay. The amount of severance pay depends on the length of service with that employer:
  • One month's salary if employed for less than 2 years.
  • Two months' salary if employed for 2 to 8 years.
  • Three months' salary if employed for more than 8 years.
    You can delve deeper into this specific benefit in "Understanding Severance Pay (Odprawa) Under Polish Law".
• Notice Period Flexibility: While standard notice periods usually apply, in some cases of mass layoffs, an employer might shorten the 3-month notice period to 1 month, but they must compensate the employee for the remaining part of the notice period. This is a specific provision that allows for faster restructuring but ensures employees are not financially disadvantaged.

These situations are complex and are governed by specific acts in addition to the Labour Code. If your company announces restructuring or mass layoffs, ensure you understand your rights, especially regarding severance and notice period modifications.

Termination for Cause (Zwolnienie Dyscyplinarne)

This is the most severe form of termination and is often referred to as "disciplinary dismissal" or "dismissal without notice due to fault of the employee." It means your employment is ended immediately, without a notice period, due to a severe breach of your employee duties.

The Labour Code specifies the grounds for zwolnienie dyscyplinarne:

• Gross violation of basic employee duties: This could include things like showing up to work drunk, stealing company property, or severe insubordination.
• Committing a crime during the employment period: If the crime prevents further employment in your position, and it's confirmed by a final court judgment or is obvious.
• Loss of required qualifications: If, through your fault, you lose the authorizations necessary to perform your job (e.g., a driver losing their license due to DUI).

The employer has only one month from the date they become aware of the employee's gross misconduct to issue a disciplinary dismissal. This is a very short window. Crucially, disciplinary dismissal means you instantly lose your job, often without the right to unemployment benefits immediately, and it can negatively impact future employment references. It's a serious matter and should not be confused with a regular dismissal with notice. If you ever find yourself facing such a situation, seeking legal counsel immediately is paramount.

Navigating the End: Final Payments, Unused Leave, and Documentation

The end of an employment relationship in Poland isn't just about your last day at the office; it's also about ensuring all financial settlements are correct and you receive the necessary documentation for your future. This is where attention to detail really pays off.

Settling Up: What Your Employer Owes You (and Vice Versa)

On your final payday, your employer is legally obligated to settle all outstanding amounts due to you. This typically includes:

• Your final salary: Payment for any days worked in your last month, up to your termination date.
• Payment for unused annual leave (ekwiwalent za niewykorzystany urlop): This is a very common payment. If you have any remaining annual leave days that you haven't taken by your last day, your employer must pay you an equivalent amount. We'll dive into this more in the next section.
• Any outstanding bonuses, commissions, or other contractual payments: If your contract entitles you to performance bonuses, sales commissions, or other periodic payments, these should be calculated and paid up to your last day.
• Severance pay (odprawa): As discussed, if your termination falls under specific conditions (e.g., mass layoffs, certain company-initiated dismissals not due to your fault), you might be entitled to statutory severance pay.
• Overtime pay: Any accumulated and unpaid overtime hours must also be settled. It's always a good idea to keep track of your "Understanding Working Hours and Overtime Rules in Poland" throughout your employment.

Conversely, if you owe the company anything (e.g., if you took an advance on your salary that wasn't fully repaid, or if you failed to return company property), these amounts might be deducted from your final payment, provided there's a legal basis for such deduction. It's vital to review your final payslip meticulously. When thinking about your overall financial picture, remember that your employment cessation might have implications for your yearly tax return. Resources like "Filing Your Annual Tax Return (PIT) in Poland: The Complete Walkthrough (2026)" or consulting with an expert on "Taxes for Expats" can help you understand how your final payment and severance might affect your tax obligations for the year.

Unused Annual Leave (Urlop Wypoczynkowy)

This is often one of the biggest points of confusion, so let's clear it up. As an umowa o pracę employee, you are entitled to a certain number of paid annual leave days per year, typically 20 or 26 days, depending on your total length of employment (not just with the current company). You can learn more about this in "Understanding Annual Leave (Urlop Wypoczynkowy) Entitlements in Poland".

If you terminate your employment (or are dismissed) and have unused annual leave days remaining, your employer must pay you an equivalent amount for those days. This payment is called ekwiwalent za niewykorzystany urlop. It's a legal obligation; your employer cannot refuse to pay it out, nor can they force you to take all your remaining leave during your notice period unless it's a mutual agreement.

Calculating this payment involves a specific formula based on your average monthly earnings. It's not simply your daily rate multiplied by the number of days. If you have any doubts about the calculation, you have the right to request a detailed breakdown from your employer.

Essential Documents Upon Leaving Your Job

When your employment ends, your employer is legally obliged to issue you several critical documents. Ensure you receive all of these, as they are essential for future employment, social security benefits, and even residence permit applications.

1. Świadectwo Pracy (Employment Certificate): This is the single most important document you will receive. It details the entire period of your employment with that company, including:
   • The duration of your employment.
   • The types of contracts you had.
   • The positions you held.
   • Information on annual leave used and unused (for which ekwiwalent was paid).
   • Any disciplinary penalties.
   • Information on parental leave, sick leave, etc.
     Your employer must issue this no later than 7 days after your employment ends. Keep this document safe; you will need it for future employers (especially to prove your length of service for higher annual leave entitlement) and for certain administrative procedures.
2. PIT-11: This is your annual income declaration, which your employer must issue by the end of February of the following year. It summarizes your income earned and taxes paid in the previous calendar year. You need this to file your "Filing Your Annual Tax Return (PIT) in Poland: The Complete Walkthrough (2026)". Even if your employment ends in, say, July, you will still receive a PIT-11 for that year's earnings from that employer, usually in the following year.
3. Other documents: Depending on your situation, you might also receive:
   • A certificate of earnings for social security purposes (e.g., for unemployment benefits).
   • A certificate of employment (zaświadczenie o zatrudnieniu) for bank loans, visas, or other specific needs.
   • A reference letter (though not legally obligatory, many employers provide one upon request).

Always confirm with your HR department well before your last day what documents you will receive and when. Proactiveness here can save you a lot of administrative headaches down the line, especially when moving on to a new role, perhaps even one found through resources like "The Expat Guide to Finding a Job in Poland (2026)".

Disclaimer

The information provided in this guide is for general informational purposes only and does not constitute legal advice. While we strive to provide accurate and up-to-date information based on current Polish labour law, laws and regulations can change, and individual situations vary greatly. We strongly recommend consulting with a qualified legal professional or labour law expert in Poland for advice tailored to your specific circumstances, especially when dealing with complex termination scenarios, disputes, or significant contractual decisions. Relying solely on general information without professional consultation is done at your own risk.