Hire in Poland

Employer of record in Poland

If a lack of speed or local expertise are among your top concerns when expanding to or employing workers in Poland, an employer of record may be the best option for achieving your global growth objectives.

An employer of record, sometimes known as an international PEO, enables you to quickly hire and onboard workers in Poland―often in as little as two weeks―without having to take on the cost and risk of establishing a local entity.

Learn about the hiring, employment, payroll and benefits requirements for workers in Poland and how our employer of record service, EOR, and local HR experts can help you manage your international employment needs.

Hiring in Poland

​Top companies from around the world have recognized the advantages of hiring in Poland, but Poland's labor laws can be complex. Employment relationships in Poland are governed by the Polish Labour Code, along with other specific statutes and regulations. The Labour Code outlines various aspects of employment, including contract types, employee rights, and employer obligations. ​

Additionally, Polish law regulates the use of temporary agency workers through the Act of 9 July 2003 on the Employment of Temporary Agency Workers. Employers must ensure compliance with these regulations when engaging temporary staff, including adhering to limitations on the duration and nature of temporary assignments. ​

Because of the complexity of employment laws in Poland, compliant employment contracts are an essential business need. With Safeguard Global as your partner, you can employ workers in Poland with confidence, knowing that every contract for every worker meets all requirements. We can also provide you with guidance about cultural norms and hiring best practices, and keep you up to date with employment regulations as they change.

Employment contracts in Poland

In Poland, employment contracts are categorized into fixed-term and indefinite-term agreements, each governed by the Polish Labour Code. Indefinite-term contracts are the standard form of employment and must detail essential terms such as job responsibilities, workplace location, remuneration, working hours, and the commencement date. Fixed-term contracts are permissible but are subject to specific limitations: An employee may be employed under a fixed-term contract for a maximum of 33 months, and no more than three consecutive fixed-term contracts are allowed; exceeding these limits results in the contract being deemed indefinite.

Employees under both contract types are entitled to statutory benefits, including social security, health insurance, paid leave, and other mandated benefits. Employers are required to register employees with the Social Insurance Institution (ZUS) to ensure access to these benefits. ​

Polish law also recognizes apprenticeship agreements aimed at vocational training for individuals aged 15 to 18. Employers engaging apprentices must provide structured training aligned with approved curricula, pay apprentices a stipend in accordance with government regulations, ensure a safe working environment, and adhere to standard working hours.

Probationary period

In Poland, probation periods, known as okres próbny, are regulated by the Labour Code and must not exceed three months. The probationary term is set to assess the employee’s suitability for the position before offering a fixed-term or indefinite contract. The duration and terms must be documented in writing. During the probation period, either party may terminate the contract with a notice period ranging from three to 14 days, depending on the length of service. Employees retain all legal protections and entitlements during the trial period.

Termination and notice periods

Polish labor law outlines clear rules regarding termination, notice periods, and severance rights. Employers must give written notice before terminating an employee, or provide pay in lieu of notice. The statutory notice period depends on the employment duration:

• Less than six months: two weeks’ notice

• Six months to three years: one month

• More than three years: three months

Valid reasons for dismissal include:

• Disciplinary issues or serious misconduct

• Redundancy due to economic conditions

• Reorganization or liquidation

• Loss of qualifications required for the job

Employees may receive severance pay in redundancy cases, based on tenure and company size, as outlined in the Act on Collective Redundancies.

As your EOR in Poland, we help manage termination processes and ensure compliance with Polish labor law.

Working hours and overtime

In Poland, the standard workweek typically runs from Monday through Friday, with employees working eight hours per day, totaling 40 hours per week. Employers are required to ensure that working hours do not exceed these limits without appropriate compensation.​

Any work performed beyond eight hours in a day or 40 hours in a week is considered overtime. Employees are entitled to additional compensation for overtime hours, calculated as follows:​

• 50% premium over the regular hourly rate for overtime hours worked on regular workdays​
• 100% premium over the regular hourly rate for overtime hours worked at night, on Sundays, public holidays, or on a day off granted in exchange for work on a Sunday or public holiday

Pay and benefits

When negotiating terms of an employment contract with a candidate in Poland, here are some of the statutory benefits and paid leave requirements to keep in mind, as well as how an employer of record can support your company's benefits strategy.​

Minimum wages and salary benchmarks

• Minimum wage rates in Poland are set nationally. As of January 1, 2025, the minimum wage is 4,666 PLN per month, reflecting an 8.5% increase from the previous year. ​

• The minimum wage is uniform across the country and applies to all sectors, ensuring fair compensation regardless of region or industry.​

• The overall annual average salary in Poland is approximately 101,790 PLN, with monthly earnings varying significantly by position, experience, and region. The median monthly salary is estimated to be around 8,482 PLN.​

• By gender, a wage gap exists with average annual salaries for men typically exceeding those for women. Efforts to reduce this disparity continue through targeted government initiatives and policy reforms.​

Looking at salary by location in Poland

• Warsaw: Known for offering salaries above the national average, particularly in sectors such as finance, technology, and healthcare.​
• Kraków: Offers competitive compensation in industries like education, manufacturing, and information technology, with wages generally reflecting the local cost of living.​
• Gdańsk: While salaries in Gdańsk are competitive, certain sectors may offer compensation slightly below the national average, influenced by regional economic factors.​

As your employment partner in Poland, Safeguard Global can provide you with the latest resources and insights on average employee compensation across various roles and regions, ensuring that you make competitive and compliant employment offers.

Payroll frequency

In Poland, employees are typically paid on a monthly basis, with salaries disbursed in arrears on a fixed, predetermined date specified in the employment contract or workplace regulations. The Polish Labour Code mandates that remuneration must be paid at least once a month, ensuring regular income for employees. ​

In addition to regular monthly wages, employees may receive additional compensation such as annual bonuses or incentives. These payments are often stipulated in collective bargaining agreements or internal company policies and are disbursed according to the terms outlined therein. Employers are required to adhere to the agreed-upon schedules for these payments to maintain compliance with labor regulations.

Bonuses and additional payments

In Poland, bonus structures are typically outlined in individual employment contracts or collective bargaining agreements.​ While there is no statutory obligation for employers to provide bonuses, many organizations offer performance-based incentives to reward employee contributions and productivity.​

Annual leave entitlement is determined by the length of service. Employees with less than 10 years of service are entitled to 20 days of paid vacation.​ Those with 10 or more years of service receive 26 days.

Employee benefits and paid leave in Poland

When negotiating terms of an employment contract with a candidate in Poland, here are some of the statutory benefits and paid leave requirements to keep in mind, as well as how an employer of record can support your company’s benefits strategy.

Employee benefits

In Poland, employers are legally required to provide the following benefits under Polish labor laws:​

• Social security contributions: Employers contribute to various social security funds based on a percentage of the employee's gross salary. Contributions (as of 2025) are listed below.
• Pension insurance: 9.76% of gross salary​
• Disability insurance: 6.5% of gross salary​
• Accident insurance: Typically 1.67% of gross salary for employers with up to nine employees; rates may vary based on industry risk classification​
• Labor fund: 2.45% of gross salary
• Guaranteed employee benefits fund: 0.1% of gross salary​
• Health insurance: Employers are required to contribute to the National Health Fund (NFZ), providing employees with access to public healthcare services. The health insurance contribution rate is 9% of the employee's gross salary, deducted directly from the employee's earnings. ​
• Annual leave: Employees are entitled to paid annual leave, the duration of which depends on their total years of service.​ Employees with less than 10 years of service receive 20 days, and employees with 10 or more years of service receive 26 days.​

While Poland offers public healthcare to all citizens through the NFZ, many employers opt to provide supplementary private health insurance to ensure faster access to medical services and broader coverage. As your Employer of Record in Poland, we can advise on both mandatory and optional benefits, helping you design a comprehensive compensation package that complies with Polish labor laws and meets the needs of your employees.

Tax and social contributions

Income tax and employee deductions

In Poland, withholding tax is known as Personal Income Tax (PIT) and is deducted by employers before paying salaries to employees. Employers must deduct PIT from employee salaries based on applicable income tax rates and submit it to the Polish tax authorities.

Employer payroll contributions

Poland's social security system requires employer contributions that are dependent on the total number of employees, and these contributions cover pensions, medical care, disability insurance, and gratuity payments. In addition, workers' compensation is financed by contributions from state governments, employers, and employees. ​

Business tax and compliance

Employers in Poland must adhere to various taxation and regulatory compliance requirements to operate legally and avoid penalties.​

• Corporate tax: The standard corporate tax rate is 19%. Small taxpayers with annual revenues not exceeding the equivalent of 2 million EUR may qualify for a reduced rate of 9%. ​
• Value added tax (VAT): VAT applies to businesses with annual turnover exceeding 200,000 PLN. Employers must register, file monthly or quarterly returns, and pay VAT on applicable goods and services. ​
• Withholding tax: Employers must deduct withholding tax from employee salaries, vendor payments, and contractor fees. Taxes withheld must be remitted by the 20th of the following month, and periodic returns must be filed. ​
• Income tax returns (ITR): ITRs are filed annually based on company profits. Companies must also file annual financial statements with the Polish tax authorities.

Work visas and immigration

Programs for foreign workers

In Poland, employing foreign nationals without valid work authorization can lead to significant legal and financial consequences for employers. The Polish government emphasizes the employment of Polish citizens and mandates strict procedures for hiring foreign workers. Foreign nationals must obtain appropriate work authorization before commencing employment in Poland. Depending on the nature of the employment, different types of work permits may be required.​

• Type A Work Permit: For foreign nationals employed by a Polish employer based on an employment contract or civil law agreement
• Type B Work Permit: For foreign nationals serving as board members residing in Poland for more than six months within a 12-month period​
• Type C Work Permit: For foreign nationals employed by a foreign employer and delegated to a branch or facility in Poland for more than 30 days in a calendar year
• Type D Work Permit: For foreign nationals employed by a foreign employer without a branch in Poland, delegated to provide a temporary service (export service)
• Type E Work Permit: For foreign nationals employed by a foreign employer, delegated to Poland for purposes other than those listed above, for a period exceeding 30 days within six months

Employers must apply for the appropriate work permit on behalf of the foreign employee, ensuring compliance with all legal requirements. Additionally, certain foreign nationals may be eligible to work without a permit, such as citizens of EU/EEA countries, holders of permanent residence cards, or individuals with refugee status.

Sponsorship and employer responsibilities

Hiring a foreign national in Poland requires compliance with immigration, labor, and tax regulations. The sponsoring employer (or EOR) must be aware of eligibility criteria and required documentation.

Eligibility criteria

• Confirm that the foreign applicant has the required qualifications and that no suitable Polish or EU candidate is available.

• Conduct a labor market test, if applicable, through the local labor office.

• Submit a signed job offer, company registration documents, and the applicant’s credentials to the voivodeship (province) office (Urząd Wojewódzki).

Required documentation

• Valid passport with at least six months' validity

• Employment contract specifying job duties, salary, and duration

• Company registration and letter of intent

• Certified copies of educational and professional qualifications

• Work permit application (Type A, B, or other, depending on the employment type)

• Completed visa application form and biometric photos

Post-arrival requirements

• Residence permit: After entering Poland, the foreign worker must apply for a temporary residence and work permit if staying longer than three months.

• Register for a Polish Personal Identification Number (PESEL) or tax identification number (NIP) for tax and social security purposes.

• Update local authorities in case of change of address, employment status, or permit renewal.

Processing times and costs

Once a person has applied for a Polish employment visa, the processing time varies, but it typically ranges from two to four weeks. ​

The fees for an employment visa vary based on the type of visa required. For example:​

• National Visa (Type D): 135 EUR​ (Check Poland's gov.pl site for D-type visa fees in different currencies)

• Temporary residence permit: 340 PLN ​

Additional fees, such as health insurance and document translation, may apply. Check with the specific Polish consulate or embassy for the most accurate and up-to-date fee structure.

Leave and public holidays

Annual leave and paid time off

Employees in Poland are entitled to paid vacation leave as soon as they start employment. The statutory entitlement is 20 days per year for employees with less than 10 years of service, and 26 days for those with 10 or more years of service. This leave is fully paid and can be taken throughout the leave year, as agreed between employer and employee. ​

Additional leave may be offered as part of an employment contract, though it is not required by law. Many employers offer enhanced leave policies to stay competitive and improve retention.​

Unused statutory leave may be carried over to the following calendar year but must be used by September 30; otherwise, it may be forfeited. Payment in lieu of unused leave is only permitted upon termination of employment.

Public holidays

Employees are entitled to the following 13 paid public holidays: • Jan. 1: New Year's Day

• Jan. 6: Epiphany

• Easter Sunday and Monday

• May 1: Labor Day

• May 3: Constitution Day

• 1st day of Whitsun Holidays

• Corpus Christi

• Aug. 15: St. Mary's Ascension Day

• Nov. 1: All Saints' Day

• Nov. 11: Independence Day

• Dec. 25 and Dec. 26: Christmas

Sick leave

Personal and sick leave are governed by the Polish Labor Code. Employees are entitled to paid sick leave per year, with the amount of paid sick leave determined by the employee's age. For the first 33 days, employers pay 80% of the employee's salary; thereafter, the Social Insurance Institution (ZUS) provides sickness benefits.

Parental leave

Employers must provide up to 41 weeks of paid leave to employees following the birth of a child, or up to 43 weeks in the case of multiple births, with each parent entitled to nine weeks of non-transferable leave. Employees who have been insured under the Polish social security system are eligible for benefits, with written notice submitted to the employer prior to the commencement of the leave.​

Hiring and talent management

Commonly recruited roles

Global companies operating in Poland frequently seek professionals to leverage the country's skilled labor force, particularly in the technology, finance, and engineering sectors. The most commonly recruited roles are listed below.

• Software developers: Design and maintain software solutions for diverse industries​
• Data scientists: Analyze complex datasets to inform strategic decisions
• Cybersecurity specialists: Protect organizational data and IT infrastructure from cyber threats
• Project managers: Oversee project lifecycles to ensure timely and budget-conscious delivery
• Financial analysts: Evaluate financial data to guide business strategies
• Marketing specialists: Develop and implement campaigns to enhance brand visibility​
• Human resources managers: Manage recruitment, training, and employee relations.

As your Employer of Record in Poland, we can help you access the local talent pool and fill critical roles with qualified, English-speaking professionals.

Languages

Poland is a bilingual workplace environment, with Polish and English used across industries. While Polish dominates corporate settings, English is widely spoken in government and business sectors, particularly in urban areas. Workplaces often operate in a bilingual manner, depending on the industry and region.​

In corporate sectors like IT and finance, English is the primary language for communication, documentation, and client interactions, especially in multinational companies. Meetings, presentations, and official emails are generally conducted in English, though employees may use Polish informally.​

In government offices and public sector organizations, Polish and English are commonly used for internal communication and documentation. Poland recognizes Polish as the official language, with English increasingly used in international business contexts. ​

The manufacturing and retail sectors rely on Polish for daily operations, especially in labor-intensive industries. Factories, warehouses, and construction sites primarily use Polish, while management-level communication may be in English.​

In customer service, language use depends on clientele. Polish is common for domestic support, while many companies also hire English speakers to cater to international customers.​

Education level

Poland boasts a dynamic and evolving workforce, supported by a comprehensive academic and vocational education system. Many professionals also hold industry-recognized certifications or postgraduate qualifications. Key academic backgrounds include:

• Engineering and technology
• Business and economics
• Information and Communication Technologies
• Health sciences
• Social sciences and humanities​

Vocational education and training play a crucial role in preparing individuals for technical and skilled professions. The Central Examination Board (Centralna Komisja Egzaminacyjna) oversees Poland's primary public institution for vocational training, offering programs across various professions and combining classroom instruction with practical workplace training. These institutions provide education at multiple levels, including technical and technological programs.​

Graduates from Poland's esteemed universities and vocational institutions are widely available across sectors, offering a diverse and skilled talent pool for employers.

Recruitment trends and hiring considerations

The Polish job market in 2025 reflects strong demand in digital transformation, healthcare, renewable energy, and skilled trades. Technology, manufacturing, and business services remain core drivers of hiring, while hybrid and remote work models continue to shape recruitment strategies.​

Labor shortages in IT, nursing, and construction are influencing training initiatives and government-backed employment programs. Employers increasingly seek candidates with digital competencies, multilingual abilities, and role-specific certifications.​

Cultural considerations include a preference for formal job applications, structured onboarding processes, and clear contractual agreements. As your local partner, we can help you navigate Polish hiring practices, salary expectations, and legal requirements - ensuring a compliant and efficient recruitment process in Poland.​

Workplace culture and business practices

Workplace norms and professional etiquette

​Polish workplace culture is deeply rooted in respect for hierarchy, formality, and relationship-building, while also embracing modern business practices. Understanding these cultural nuances is essential for successful business interactions in Poland.​

Hierarchy and authority: Polish companies typically exhibit hierarchical structures, with decision-making authority concentrated at the top levels. Employees are expected to show deference to senior management, and decisions often require approval from higher-ranking officials. This respect for authority underscores the importance of understanding organizational structures when conducting business in Poland. ​

Communication style: In Poland, business communication is characterized by directness and clarity, balanced with politeness and diplomacy. While Poles appreciate straightforwardness, they also value maintaining harmony in professional relationships. Therefore, it's important to be clear and concise while also being respectful and considerate in your interactions. ​

Meeting etiquette: Punctuality is highly valued in Polish business culture; arriving late to meetings is considered unprofessional. Initial meetings often focus on building trust and personal relationships before delving into business discussions. A firm handshake with direct eye contact is the standard greeting, and addressing counterparts by their professional titles and surnames is customary until invited to use first names. ​

Professional dress code: The dress code in Polish business settings tends to be formal. Men typically wear suits and ties, while women opt for conservative dresses or suits. Dressing professionally is seen as a sign of respect and seriousness about the business at hand.

Typical working hours and business customs

​In Poland, the standard workweek is defined by the Labour Code as eight hours per day, averaging 40 hours over a typical five-day period. Employers establish specific working hours and days within an adopted reference period, which can extend up to four months.

Flexible work arrangements are increasingly recognized and regulated. Employees raising a child up to the age of eight years may request flexible working options, including remote work, flexible schedules, or part-time employment. Such requests should be submitted at least 21 days before the intended start date.

Key HR challenges and compliance risks

​Navigating employment in Poland requires adherence to the Labour Code, which governs aspects such as employment contracts, working hours, remuneration, and employee benefits. Employers must also comply with regulations on occupational safety and health, as well as social security contributions to institutions like the Social Insurance Institution (ZUS). ​

Noncompliance with labor laws can lead to administrative penalties, legal disputes, or business suspension. It's essential for employers to stay informed about changes in tax policies, mandatory contributions, and evolving employee entitlements, including parental leave and flexible work arrangements. Proactive human resource management and legal consultation are key to mitigating compliance risks.

Professional employer organization (PEO) vs. employer of record (EOR) in Poland

What is a PEO in Poland?

A Professional Employer Organization (PEO) in Poland is a third-party service provider that enters into a co-employment arrangement with businesses. In this model, the PEO shares employer responsibilities, managing various human resources functions such as payroll processing, benefits administration, compliance with local labor laws, and other HR-related tasks. This partnership enables companies to outsource essential employment duties while retaining certain legal obligations.

Challenges with a PEO model

While a professional employer organization (PEO) in Poland can streamline HR operations through a co-employment model, the client company retains certain legal liabilities. This arrangement typically necessitates establishing a local legal entity and managing aspects such as tax filings and employee benefits. ​

In contrast, an employer of record (EOR) assumes full legal responsibility for employment, enabling foreign companies to hire in Poland without setting up a local entity. The EOR manages payroll, taxation, compliance with labor laws, and statutory benefits, thereby reducing administrative burdens and legal risks.

EOR as an alternative to PEO

​For companies aiming to expand into Poland swiftly while minimizing complexities related to local compliance and administrative overhead, partnering with an employer of record (EOR) can be an optimal solution. An EOR enables businesses to onboard employees efficiently — sometimes within days — without the necessity of establishing a legal entity. This approach facilitates streamlined market entry, mitigates legal risks, and alleviates the challenges of managing payroll, taxes, and compliance in a new jurisdiction.

Entity setup in Poland

Setting up a local entity

While employers of record (EORs) provide a quick entry into Poland, establishing a legal entity is essential for companies planning large-scale operations, direct hiring, and full market control. The decision depends on growth plans, industry regulations, and cost considerations. Safeguard Global can help you assess your growth plan and objectives and find the solution that best meets your needs. We're the only provider that grows with you.

Entity registration steps and timelines

Establishing a legal entity in Poland requires several steps, each involving specific documentation and regulatory approvals. The process begins with selecting an appropriate business structure, such as a limited liability company (Sp. z o.o.), and preparing the articles of association. Applicants must provide identification documents, proof of address, and details of the shareholders and directors. ​

Next, companies must notarize the articles of association and register the company with the National Court Register (KRS). This step includes obtaining a REGON (statistical number) and NIP (tax identification number). ​

After registration, businesses must open a corporate bank account and register for VAT if applicable. Depending on the nature of the business, companies may also need to obtain additional licenses or permits. ​

The entire incorporation process in Poland typically takes between two to four weeks, depending on the completeness of documentation and the efficiency of the relevant authorities.

Comparing EOR vs. entity setup

When expanding into Poland, choosing between an employer of record (EOR) and establishing a legal entity depends on your business objectives, operational scale, and compliance considerations.​

When an EOR might better suit your needs

Rapid hiring: You need to onboard employees quickly, often within days, without the delays associated with entity establishment.​

Entity-free operation: You prefer to avoid the complexities and costs of setting up and maintaining a Polish legal entity.​

Market testing: You're exploring the Polish market before committing to a long-term presence.​

Small team: Your plans involve hiring a limited number of employees, making the EOR model cost-effective.​

Flexibility: You seek operational agility without significant upfront investment.​

When an entity setup might be more suitable

Long-term commitment: You aim for full operational control and a sustained presence in Poland.​

Direct operations: You need to sign contracts, open bank accounts, and own assets within the cuntry.​

Large workforce: You're planning to hire a substantial number of employees, where EOR costs may become less economical.​

Regulated industry: Your business operates in a sector requiring formal business registration and compliance with specific local regulations.​

Intellectual property protection: You wish to safeguard your intellectual property under Polish law.

Global workforce solutions

HR & Benefits solutions in Poland

​Polish employers can leverage local expertise for benefits administration, regulatory compliance, and employee engagement. Customized HR solutions help manage local statutory benefits, including pension plans, health coverage, and paid leave entitlements.

Tax & Accounting solutions

We ensure accurate payroll tax filings, income tax withholding, and employer compliance with Polish tax deadlines. Our services include managing government-mandated social security contributions, year-end tax forms, and providing comprehensive financial reporting support. By staying updated with the latest tax laws and labor regulations, we help mitigate compliance risks and ensure seamless payroll operations.

Global Payments & Payroll Processing

​We support multi-currency payroll processing and disbursement for both local hires and expatriates in Poland. Our services ensure timely salary payments, bonus distributions, and compliance with government-mandated contributions, all while adhering to Polish payroll laws and currency regulations. By managing these complexities, we help maintain seamless financial operations across various regions, simplifying payroll management for international and multinational companies.

Updated: May 2025

Partner with Safeguard Global as Poland employer of record and PEO

With over a decade of service, we are the longest-serving employer of record and PEO provider in the international market. Organizations around the world rely on EOR, our employer of record solution, to expand and hire in 187 countries around the world, quickly and compliantly.

We’ve seen just about every global employment circumstance imaginable—and with our extensive knowledge of local law and culture, we know what it takes to get employment right in Poland. We provide written contracts in the local language, salaries in the local currency and HR support in your employees’ time zone.

Additionally, as a global payroll provider we support payroll administration—including payments, filings and other calculations— all around the world and can accommodate the payroll outsourcing needs of any size organization.

Whether you’re looking to hire as part of a strategic expansion or to meet specific talent needs, our global solutions advisors can walk you through your international hiring options so you can make the right choice for your organization. Contact us today.

Disclaimer: The information provided on or through this website is for informational purposes only and does not constitute legal advice. Safeguard Global expressly disclaims any liability with respect to warranty or representation concerning the information contained herein, including the lost essence, interpretation, accuracy and/or completeness of the information in transit and language translation.