Poland is one of Europe’s most attractive destinations for global businesses due to its strategic location, growing talent pool, and growing tech and service sectors!

Although you’ll find promising opportunities to onboard fresh talent, hiring in a foreign country can be challenging. It comes with its own playbook. When you hire employees in Poland, you have to navigate specific labor laws, contracts, social security contributions, and tax frameworks. A minor gap could lead to compliance risks.

This guide dives into how you can enter the Polish hiring market. It also discusses the key employment procedures, onboarding requirements, and tax obligations in Poland.

How to hire employees in Poland

You can consider the following options to hire employees in Poland:

• Set up your own entity in Poland
• Engage independent contractors directly
• Partner with a workforce management platform

1) Set up a legal entity in Poland

Creating your own entity in Poland gives you full operational control.  To set one up, you have to:

• Register your business with the National Court Register (KRS)
• Obtain a tax identification number
• Register for VAT via CEIDG (if applicable)
• Enroll in Poland’s social insurance system (ZUS)

The entire process can take approximately 2 to 3 months, which can be time-consuming for some companies if your aim is just to hire in the country.

Once set up, you will also be responsible for managing employment contracts, calculating and withholding payroll taxes, contributing to pension and health insurance, and tracking compliance with local labor laws. 

This might eventually lead to complexities, especially if it’s your first time hiring in Poland. 

2) Hiring contractors in Poland

Hiring contractors, on the other hand, is a pragmatic choice if you prioritize speed and flexibility. Independent contractors typically operate under a B2B agreement or a civil law contract. These do not fall under Poland’s Labor Code, which means they are not legally entitled to benefits like paid leave or social contributions.

However, Polish authorities have strict policies against contractor misclassification. If the working terms resemble those of full-time employment (fixed hours, direct supervision, etc.), it can lead to legal complications. Thus, you must make sure that you outline clear project terms, responsibilities, and payment schedules in the contractual agreement.

3) Using a workforce management platform

If you want to hire employees in Poland quickly, without the cost and complexity, partnering with a workforce management platform is ideal. For instance, Payoneer Workforce Management can act as the legal employer in Poland and handle administrative and legal requirements on your behalf. It also supports employment contracts, payroll,  employer contributions, benefits, and taxes.

Learn more about using a workforce management platform in Poland.

Where to find employees in Poland

If you’re planning to hire in Poland, you must be familiar with the popular platforms and modes of finding the right talent. Poland offers a range of platforms that cater to both local professionals and international talent. 

Online job boards

LinkedIn plays a vital role in Poland’s hiring landscape. You can post geo-targeted ads, search for candidates by role or skill, and connect directly with top-tier professionals. However, the following online portals can also help you to dive into the local talent pool.  

• Pracuj.pl
• No Fluff Jobs: 
• Just Join IT
• Jobs.pl

Local recruitment agencies

Recruitment agencies in Poland are well-established and deeply connected to the local job market. This can be a significant advantage, especially for American companies hiring in Poland. These agencies maintain updated databases of screened professionals and often have strong networks of passive candidates. 

Nonetheless, agency fees can add up, particularly for long-term or high-volume hiring. You’ll also want to ensure any agency you engage with understands both U.S. business expectations and Polish employment regulations to avoid misalignment.

Recruiting with the support of a workforce management platform

If you want to skip the sourcing hassle altogether, working with a workforce management platform offers a streamlined solution. 

For instance, when you hire in Poland,  Payoneer Workforce Management may allow you to tap into a team that operates locally, understands the hiring landscape.

Unlike public job boards or traditional recruitment agencies, they have an edge on local expertise or compliance-sensitive knowledge. These organizations may offer valuable insights into salary benchmarks, role competitiveness, and evolving candidate expectations.

You maintain control over the hiring process, including candidate screening and interviews. The workforce management platform then assists with handling essential tasks such as onboarding, contracts, and payroll compliance.

Onboarding employees in Poland

Once you hire the right talent, it’s time for onboarding. Here’s a step-by-step guide to employee onboarding in Poland:

Step 1: Run background checks (on selected candidates) that align with Polish labor laws and GDPR. These checks must be proportionate to the job and require the candidate’s consent.

Step 2: Draft and sign a written employment contract in Polish in compliance with the  Polish Labor Code.

Step 3: Alongside the contract, provide essential employment details such as the employer’s identity and registered address, expected working hours, leave entitlements, etc., to the employees. 

Step 4: Collect the necessary documentation, including NIP (tax ID), Bank account details for salary payments, and proof of qualifications or licenses. 

Step 5: Provide Szkolenie BHP with health and safety training tailored to the employee’s role. It covers workplace safety protocols, risk awareness, and emergency procedures, as well as the proper use of tools and equipment.

Step 6: Register the employee with Poland’s Social Insurance Institution within 7 days of the employee’s start date. This ensures timely contributions for healthcare, pension, and other social benefits.

Step 7: Register the employee with NIP or PESEL. Also, enroll them in PPK or employee capital plans.  

Step 8: Set up payroll and tax withholdings, ZUS contributions, and other statutory deductions. 

Step 9: Introduce the employee to internal tools, policies, and team structures. It includes company handbooks or codes of conduct, access to work systems and tools, and role-specific training for tasks and expectations.

Key employment laws in Poland

Hiring in Poland requires a clear understanding of the country’s labor laws, which define both employer responsibilities and employee rights. The Polish Labor Code regulates key aspects like contracts, working hours, leave, and termination, making compliance crucial.

Let’s take a closer look at what you need to know when hiring employees in Poland.

Employment contracts

The Polish labor laws permit three types of contracts.

1. Contract for a trial period
2. Fixed-term contract
3. Contract for an indefinite period

An employment contract must typically include:

• Nature of the job 
• Designated workplace or multiple work locations
• Remuneration based on the role, including a breakdown of its components
• Working hours 
• The date employment is set to begin
• End date in case of fixed-term contracts

Employee benefits

Poland’s employment laws require employers to grant several benefits to employees. 

Annual leave	Employees are entitled to 20 days of annual leave if employed for less than 10 years, and 26 days for 10 years or more.
Training leave	Employees are entitled to 6 days of leave for extramural exams, matriculation exams, or professional qualification exams. Also, those in the final year of a university program receive 21 days of leave to prepare their diploma thesis and take the diploma examination.
Carer’s leave	Employees are entitled to 5 days of leave to care for a family member or a household member who needs support due to serious medical reasons.
Sick leave	Employees are entitled to paid sick leave for up to 33 days per year, or 14 days if aged 50 or older, including absence due to illness or infectious disease. After the employer-paid period, Social Insurance covers up to 182 days, extended to 270 days for pregnancy or tuberculosis (TB).
Special health protection	Specific occupational safety and health rules are applied to adolescent workers, individuals with disabilities, and pregnant or breastfeeding employees.

Working hours in Poland

While hiring employees in Poland, you must know that the Labor Code sets standard working hours at 8 per day and an average of 40 per week, based on a typical 5-day workweek within a defined reference period. 

Overtime in Poland

Overtime in Poland is work that exceeds 8 hours a day or 40 hours a week. In equivalent working time systems, it applies when work goes beyond the scheduled daily hours or the average of 40 hours per week in a reference period.

There is an overtime cap of 150 hours per year.

Type of Compensation	Details
100% Overtime Allowance	For overtime worked:– at night– on Sundays or public holidays not scheduled as workdays– on compensatory days off– beyond weekly average (40 hrs)
50% Overtime Allowance	For overtime on regular workdays (including working Sundays/public holidays) and:– scheduled days off in a 5-day workweek– compensatory non-working days

Employers’ tax obligations

Employers are required to adhere to the tax regulations defined by the Polish government. Non-compliance might result in legal consequences. 

Income tax in Poland is 0% up to 30,000 PLN, 12% up to PLN 120,00,0, and 32% above that.

Termination and severance pay in Poland

For independent contractors in Poland, the contract ends once the project is completed or all agreed-upon deliverables have been provided.

For full-time employees, the Polish labor code outlines strict procedures to protect employees from unfair dismissal. Key rules include:

• Notice period: The required notice period depends on the employee’s length of service with the employer:

Employment Duration	Notice Period
Less than 6 months	2 weeks
6 months to less than 3 years	1 month
3 years or more	3 months

• Severance pay: In the event of termination due to redundancy by an employer with at least 20 employees, severance pay is required as follows:

Employment Duration	Severance Pay
Less than 2 years of service	1 month’s salary
2 years to less than 8 years	2 month’s salary
8 years or more	3 month’s salary

Hire employees in Poland with Payoneer Workforce Management

Hiring employees in Poland unlocks access to a highly educated workforce, strong infrastructure, and growing opportunities within the central EU market. However, without local expertise and a comprehensive knowledge base, companies hiring foreign employees in Poland may face significant challenges.

That’s where Payoneer Workforce Management supports you. 

Payoneer Workforce Management helps companies to hire and manage talent in 160+ countries, without setting up local entities.

Our unified platform can support you with:

• Quick onboarding without a local entity
• Run global payroll in a few clicks
• Guidance with local work laws and regulations
• Managing taxes, benefits, timesheets, and more

Book a demo today.

FAQs

1) How much does an employee cost in Poland?

In 2025, hiring an employee in Poland costs around 20–22% more than their gross salary. This extra amount covers mandatory social security contributions and other indirect costs. For full-time roles, the minimum wage is 4,666 PLN per month, increasing to 4,806 PLN from Jan 1st, 2026.

2) What are the legal requirements for hiring employees in Poland?

When hiring employees in Poland, employers must provide a written contract, register with ZUS (Social Insurance Institution), and ensure proper tax and benefit contributions. Compliance with the Polish Labor Code is essential to avoid penalties.

3) Are American companies hiring in Poland allowed to work with contractors?

Yes, American companies hiring in Poland can employ independent contractors. They need to clearly outline contract terms to avoid misclassification. Many U.S. businesses choose to use a Contractor Management System to streamline the process.