Hire in Poland

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Last updated at June 13, 2022
beautiful scenery in the country of poland


Polish Zloty (PLN)



Time Zone


Key Country Facts


Poland, officially the Republic of Poland, is a country located in Central Europe. It is divided into 16 administrative provinces and has a population of just below 38 million. The capital city Warsaw (Polish: Warszawa) is also the economic and political centre of the country. As a result of a state-paid university system, many workers are highly qualified and specialized, especially in the field of IT and engineering.


Poland covers an area of 313,000 square kilometres, making it the 9th largest country in Europe. Poland has a border with Germany to the west, with the Czech Republic and Slovakia to the south; and with Ukraine, Belarus, Lithuania and Russia to the east and north-east.


Poland has a moderate climate characterized by relatively cold winters and warm summers.


Poland’s traditions and customs are based on a history with origins in the Slavic culture. The church affiliation has influenced the holidays and traditions that form an essential part of Polish culture, and family values are very important in Polish society. Most Poles speak more than one language because of its proximity to many other countries and most Poles speak English at least at conversation level.


The Roman Catholic Church is the biggest church in Poland with the majority (around 95%) of the population being Roman-Catholic, with about 75 percent attending church services regularly.

Official Language

The only official language of Poland, according to the Constitution, is Polish.

Poland HR at a Glance

Employment Law

The Labour Code is the key legal act regulating relations between employers and employees. It sets out conditions under which work can be carried out in Poland. Employment contracts cannot be less advantageous to the employee than regulations provided in the Labour Code and secondary regulations issued thereto.

Key Points – Employers should prepare for:

  • an ever-evolving tax and social security system

  • high presence and activity of trade unions in case of major employers,

  • labour courts sensitive to employee rights,

  • strict EU data protection regulations, i.e. hindering transfer of personal data outside of the EU.

Employees’ and employers’ rights and obligations are defined in the following sources of labour law:

  • The Constitution of the Republic of Poland which defines general principles of freedom to work and social rights;

  • The law established by appropriate organs of the European Union in the scope of labour law;

  • International agreements concerning labour law issues;

  • Labour Code,

  • Acts and secondary legislation, defining the employees’ and employers’ rights and obligations;

  • Provisions of collective labour agreements and other agreements, rules and procedures, and statutes setting forth the rights and obligations of the parties to the employment relation.

  • Mutual rights and obligations of the parties to labour relations are also defined in an employment contract

Employment Contract

The employment contract is concluded in writing. If the employment contract is not concluded in writing, the employer will be obliged to confirm to the employee in writing the arrangement as to the contracting parties, the type of the contract and its terms, before admitting them to work.

Minimum requirements for inclusion in a contract of employment:

  • the contracting parties,

  • the type of contract,

  • the date of its conclusion,

  • the conditions of work and remuneration, in particular:

  • the type of work,

  • the place of work,

  • the remuneration for work corresponding to the type of work, with indication of the remuneration components,

  • the working hours,

  • the start date of work.

Additionally, the employer is obligated to notify the employee in writing about other conditions of pay indicated in the Labour Code within seven days from concluding the employment agreement. All changes to the conditions of work and pay require a written form.

Contract Terms

The following types of employment contract are recognized in the Polish Labour Code, with unlimited-term contracts being most typical:

  • a contract of employment for a probationary period;

  • a contract of employment for an indefinite term;

  • a contract of employment for a fixed term.

Probation Period / Trial Period

An employment contract for a trial period can be entered into for no more than three months in order to check the employee’s qualifications and whether he can be employed to carry out a specific type of work. After the trial period, the parties are not allowed to conclude another contract for a trial period except in two cases,

1. if the employee is to be employed in order to carry out a different type of work, or

2. at least three years after termination or expiry of a previous employment contract, if the employee is to be employed to carry out the same type of work.

Working Hours

In Poland, the working time may not exceed 8 hours per day and 40 hours in an average five-day working week in the agreed settlement period, which does not exceed, as a rule, 4 months. The legislator permits the possibility to shorten or extend the settlement period and the working time in a day in accordance with the cases defined in the Labour Code. The weekly working time including overtime cannot exceed an average of 48 hours in the adopted settlement period. Every employee is entitled to uninterrupted daily rest of at least 11 hours.


Working overtime is accepted in two situations only:

  • if necessary, to conduct a rescue operation in order to protect human life or health, to protect property or the environment or to remove a breakdown, or

  • in the case of special needs of the employer. It is the employer who assesses whether there have occurred special needs which justify working overtime.

The number of overtime hours worked in connection with the employer’s special needs must not exceed 150 hours per calendar year for an individual employee. Overtime work is compensated for with a supplement to remuneration or time off work.

Health and Safety in the Workplace

The Constitution of the Republic of Poland states that everyone is entitled to safe and hygienic work conditions. This principle has been specified in the Labour Code, which states that both the employer and the employee have obligations in the field of health and safety at work.


It is quite common in Poland for bonuses to be awarded to employees. Although the law does not regulate bonuses, usually they are divided into awards of a discretionary nature (so employees cannot effectively claim them) and bonuses that can be claimed by employees.

Bonuses are awarded to employees on the fulfilment of objective criteria (set out in the employment contract, employer’s internal labour law regulations or other documents).


Polish law sets forth detailed rules regarding the unilateral termination (with notice and with immediate effect) served by both an employer and an employee. These rules vary depending on the type of employment contract. A contract of employment is terminated:

  • by mutual agreement of the parties;

  • by a statement of will of one of the parties with a period of notice (‘termination of a contract of employment with notice’);

  • by a statement of will of one of the parties without a period of notice (‘termination of a contract of employment without notice’); or

  • upon expiry of the agreed contract term.

Grounds – An employer that terminates the open-ended employment contract or terminates the employment with immediate effect must specify the reasons for termination, which must be concrete, justified and real. A termination letter must include all the reasons for termination as it is not possible to raise further grounds before the court. In case of termination with immediate effect, Polish law counts the reasons for termination.

Employees subject to termination laws – Polish law provides for general protection against dismissal (granted to all employees engaged under open-ended contracts) and special protection against termination (due to employee’s life situation or role the employee holds).

Prohibited or restricted terminations – Statutory limitations of an employer’s right to unilaterally terminate the employment relationship with some groups of employees due to their age (employees who will reach retirement age in not more than 4 years), life situation (such as due to pregnancy, when using maternity leave, paternity leave, parental leave and childcare leave, during sick leave, holiday leave) or function they hold (such as trade union leaders, works council members).

Third-party approval for termination/termination documents – In case of the protected employees, the restriction on termination may require the employer to seek consent of certain bodies for the termination of employment (for instance, trade union’s consent for summary dismissal of a pregnant employee or terminating the employment relationship with a member of the trade union’s board; consent of the works council for the termination of employment of its member).

In case of termination of an open-ended employment contract with notice or termination with immediate effect with an employee represented by the trade union (as its member or upon their request), it is necessary to notify the trade union in writing on the intended termination and its grounds. The trade union’s opinion is not binding for the employer.

Mass layoff rules – Special procedure of termination in case of collective redundancies, applicable to employers engaging at least 20 employees and terminating employment on grounds not related to individual employees. Collective redundancies cover the dismissal of at least:

  • 10 employees in entities normally employing less than 100 employees

  • 10% of the employees in entities normally employing at least 100, but fewer than 300 employees and

  • 30 employees in entities normally employing at least 300 employees.

Unfair dismissal – In case of unlawful or unjustified termination with or without notice, an employee can claim reinstatement to work on the previous conditions or compensation in the limited amount specified in the statutory regulations.

Notice Period

The period of notice for an employment contract concluded for an indefinite period of time depends on the employment period with a given employer and amounts to:

  • two weeks if the employee has been employed for less than six months;

  • one month if the employee has been employed for at least six months; or

  • three months if the employee has been employed for at least three years.

The period of notice for a contract of employment concluded for a probationary period is:

  • three working days if the trial period does not exceed two weeks;

  • one week if the trial period is longer than two weeks; or

  • two weeks if the trial period is three months.

Garden Leave – The employer may exempt the employee from the obligation to perform work until the lapse of the notice period upon termination of the employment contract. During the period of exemption, the employee shall retain the right to remuneration.

If the annual leave is not used by the date of termination of the employment contract, the employee is entitled to a cash equivalent.

Redundancy / Severance Pay

In general, an employee is not entitled to severance pay, unless the parties agree otherwise. Only in case of the collective redundancies or an individual termination of employment made exclusively due to reasons not related to the employee (only by employers engaging at least 20 employees), an affected employee is entitled to severance pay which is fixed on the basis of the period of employment by the employer. The amount of the statutory severance pay is equal to the employee’s 1-3-months’ salary and cannot exceed 15 times the minimum wage (3,010 PLN for 2022).

Post-Termination Restraints / Restrictive Covenants

Contractual post-termination covenants are relatively common in Poland in relation to employees who, during their employment, have access to particularly important information (such as senior executives). Restrictive Covenants are regulated by a limited extent within the labour law. An employee shall not engage in any activity in competition with the employer and shall not perform work under an employment relationship or on another basis to the benefit of any entity involved in such an activity (non-competition clause) unless such activity stated permissible in a separate agreement. This includes non-solicitation of customers. The agreement should define the extent of the non-competition clause and the amount of compensation due to the employee from the employer.


Parties to an employment relationship can enter into a non-compete agreement which will be effective during the term of employment, as well as after the employment relationship has ceased. A non-compete agreement must be concluded in writing in order to be valid. A non-compete agreement effective after the termination of employment must specify the period of prohibition of competition, the scope of the non-compete restriction and the amount of compensation due to the employee. The compensation must not be lower than 25% of the remuneration received by the employee prior to the termination of the employment relationship for a period corresponding to the period of validity of the prohibition of competition. Polish law allows such compensation to be paid in monthly instalments.

Customer non-solicits

Statutory prohibition to induce the employer’s clients to terminate, not to fulfil or improperly fulfil their contractual duties with an aim for the inducing person to gain benefits for him/herself or for a third party or to cause damage to the employer.

Employee non-solicits

Non-solicitation of employee clauses are invalid based on case law as they violate the right to free choice of employment. No person may be prohibited from exercising their profession.


In 2019, the European Court of Justice stated that companies must set up a system to record the working time of their employees. Thus, employers are obliged to implement an objective, reliable and accessible system that allows recording of the daily workday performed by each employee.

Trade Unions / Collective Agreements

Freedom of association in trade unions is guaranteed to anyone engaged in gainful employment in the territory of Poland.

Membership in a trade union is voluntary. No one can suffer negative consequences due to their membership in a trade union. Trade unions represent both collective and individual rights and interests of employees. In respect of collective rights and interests, trade unions represent all employees, regardless of their union membership (e.g. they conclude collective bargaining agreements, arrangements, agree on work regulations, remuneration, the company social benefits fund).

If a trade union operates in the workplace, it may request that an employer adopts workplace and/or remuneration regulations, provided that the employer has between 20 and 49 employees. The content of the workplace and remuneration regulations must be agreed with the trade unions (if operating at the entity).

Fixed Term Contracts

Over recent years, there is a trend to depart from the unlimited-term form of employment toward fixed-term contracts in Poland.

A contract of employment for a fixed term, and the total period of employment where multiple consecutive fixed-term contracts are concluded between the same parties in the employment relationship, must not exceed 33 months. A maximum of three consecutive fixed-term contracts are allowed.

If the period of employment on the basis of a fixed-term contract or contracts of employment is longer than 33 months or if the number of fixed-term contracts is greater than three, then from the day following the lapse of that period or from the date of conclusion of the fourth fixed-term contract of employment, respectively, the employee is deemed to be employed under an indefinite-term employment contract.

There are four exemptions, when fixed-term employment contracts can exceed the period/number mentioned above:

  • for replacement for an employee during their justified absence from work,

  • for the purpose of performing work of ad hoc or seasonal nature,

  • for performance of work for a term of office,

  • if the employer indicates objective reasons attributable to the employer – if their conclusion in a given case serves to satisfy a real periodic demand and is necessary in consideration of all the circumstances of the conclusion of the contract. This also applies to the situation where a fixed-term employment contract (which would have been terminated after the end of the third month of pregnancy), has been extended until the date of childbirth.

In the event indicated in point 4 above, the relevant district labour inspector must be notified in writing by the employer in case of conclusion of a fixed-term employment contract.

Tax and Social Security

Personal Income Tax

In 2022, Poland applies a progressive income tax scale to individuals as follows:

Annual Income  Rate
Up to 120,000 17% minus *tax-reducing amount PLN 5,100
over PLN 120,000 PLN 15,300 plus 32% of any amount over PLN 120,000

*The tax-reducing amount in 2022 will be settled monthly, in the amount of PLN 425 (PLN 5100 /12).

Polish employers must deduct tax from their employees’ taxable salary and pay it to the tax office by the 20th day of the month following that for which the tax is payable. Annual returns must generally be filed by employees (and tax due paid) by April 30th of the following year, stating all sources of income and showing any additional tax due.


In Poland social security contributions consist of pension, disability, accident and sickness insurance. Social security contributions are obligatory and payable by employers. They are financed by both employers and employees. Employers must deduct the appropriate amounts from the employees’ salaries and pay the contributions monthly to the social security office by the 15th day of the month following that for which they are payable. The amounts of contributions for each kind of insurance are:

Type of Insurance Paid by Employer (%) Paid by Employee (%) Total (%)
Pension Fund* 9.76 9.76 19.52
Disability Fund* 6.50 1.50 8.00
Bridging Pension Fund (FEP) 0.00 or 1.50   0.00 or 1.50
Illness Fund 0.00 2.45 2.45
Accident Fund** 0.67 – 3.33 0.00 0.67 – 3.33 
Employees’ Guaranteed Benefits Fund 0.10 0.00 0.10 
Labour Fund 2.45 0.00 2.45
PFRON (State Fund for Rehabilitation of the Disabled) 1.00 (estimated, subject to revision every quarter) 0.00 1.00
Total (up to limit) 20.48 – 24.64 13.71 33.19 – 35.85

* Once an individual’s gross remuneration exceeds 30 average estimated national salaries for a given year (PLN177,660.00 for 2022), contributions toward these funds cease.

** Accident fund contributions are calculated based on the number of individuals registered for accident insurance and the activity of the payer specified under the employer’s statistical REGON number (according to the Polish Classification of Business Activities-PKD). The level of accident fund is determined through the decision of social security authorities.

The above rates serve as a broad guideline. Actual rates charged will differ.


Salary Payment

Employees in Poland are typically paid on a monthly basis. The labour code provisions stipulate that remuneration will be paid to employees to bank accounts of their choosing, while payment directly to employees in cash will only be possible if they specifically request it


Employers may provide payslips to their employees online.

Annual Leave

Statutory minimum holiday is either 20 or 26 days in a calendar year, depending on the employee’s employment record. Employees who have worked for less than ten years are entitled to 20 days, and employees who have worked for at least ten years are entitled to 26 days. The period based on which holiday entitlement is calculated includes education (for example, graduation from university is treated as eight years’ employment). For the period of leave, the employee is entitled to the remuneration that they would receive if they were working during that time.

The employee acquires the right to the first holiday leave (amounting to 1/12 of the period of leave to which they are entitled after one year of service) after one month of work. They acquire the right to more leave in each subsequent calendar year. The employer grants leave to the employee in the calendar year in which the employee acquired the right to it. As part of holiday leave, the employer is obliged to grant leave (of not more than 4 days per calendar year) on demand, on the dates specified by the employee.

Carry Over Rules

Overdue leave should be used by the end of the third quarter of the following calendar year.

Sick Leave

All individuals, including foreign citizens, employed in Poland under a contract of employment or a contract of mandate are registered with the Polish National Health Fund (NFZ) and entitled to healthcare benefits. Contributions to NFZ are deducted every month from the employee’s income.

Employees who are unable to work due to illness or injury are entitled to time off if they justify their absence from work by providing the employer with a medical certificate (sick leave note – zwolnienie lekarskie). Polish employees cannot self-certify their illness in order to receive sick pay. Employees are obligated to submit their sick leave certificate to the employer no later than 7 days after the date of issue – otherwise the allowance will be reduced by 25 per cent.

During the first 33 days of incapacity to work due to illness in a calendar year (or, in the case of employees who have reached the age of 50, 14 days), the employer pays the employee 80% of their remuneration. The employer’s internal regulations can provide for a higher amount. In any case, employees are entitled to 100% of their remuneration if incapacity to work is caused by any of the following:

  • An accident at work.

  • Illness during pregnancy.

  • Medical tests carried out on candidates for cell, organ or tissue donors.

If the period of illness extends 33 days, the employee is entitled to receive a sickness allowance (zasiłek chorobowy) financed by the Social Insurance Institution (ZUS). The sickness allowance can be paid for a period of up to 182 days or 270 days if the incapacity to work is caused by tuberculosis or occurs during pregnancy. The amount of sickness allowance usually equals the amount of sick pay. Additionally, hospitalized employees are entitled to an allowance in the amount of 80 per cent of their salary.

All employees acquire the right to sick pay and sickness allowance 30 days after being registered in the insurance scheme. Sickness benefit is paid by any employer employing over 20 persons. The amount of sickness benefit paid by the employer is then deducted from the social security contributions due from the employer.

Compassionate & Bereavement Leave

In the event of the employee’s:

  • wedding,

  • the birth of their child,

  • funeral of the employee’s spouse, child, father, mother, stepfather or stepmother,

the employee is entitled to 2 days of paid leave from work.

In the event of the employee’s:

  • child’s wedding, or

  • death and funeral of their sister, brother, mother-in-law, father-in-law, grandmother, grandfather, and another person who is a dependent of the employee or under their direct care,

the employee is entitled to 1 day of paid leave from work.

Childcare – An employee raising at least 1 child at the age of up to 14 is entitled to 16 hours or 2 days of leave from work during a calendar year while retaining the right to remuneration.

Other Rights for Leave of Absence

Training leave – Training leave is applicable to an employee who is undergoing workplace training at the initiative of the employer or with its consent in accordance with the rules specified in the provisions of the Labour Code. The employee retains the right to remuneration for the duration of the training leave. The length of this leave is:

  • 6 days – for an employee taking external examination;

  • 6 days – for an employee taking examination to confirm professional qualifications;

  • 21 days during the final year of studies – for preparation of a thesis and to prepare and take the diploma examination.

Disability Leave – A person classified as a severe or moderate degree of disability is entitled to an additional holiday leave of 10 working days in a calendar year. The right is acquired by the person after working one year and after being classified in one of the above degrees of disability.

Maternity & Parental Leave

Women’s work is subject to special protection in connection with pregnancy and maternity:

  • During pregnancy and maternity leave, the employer may not terminate the contract of employment;

  • A fixed-term contract or a contract for a probationary period exceeding one month which would be terminated after the end of the third month of pregnancy, is extended until the date of childbirth;

  • A pregnant employee cannot work overtime or at night. She also cannot be delegated outside of her permanent place of work or employed in an interrupted working hours system without her consent;

  • A breastfeeding employee has the right to two half-hourly breaks in work included in the working hours;

  • The employer is obliged to grant pregnant employees leave from work for medical examinations recommended by a doctor in connection with pregnancy if these examinations cannot be performed outside working hours. The employee retains the right to remuneration for the time of absence at work for that reason;

  • Pregnant and breastfeeding women must not perform works which are arduous, dangerous or harmful to their health, the list of which is laid down by legal provisions.

  • An employee has the right to maternity leave of 20 weeks in the case of having given birth to one child, 31 weeks for having given birth to twins, 33 weeks in the case of having triplets. No more than six weeks of the maternity leave can be used before the anticipated date of the birth.

  • The employee is entitled to it no longer than until the child reaches the age of 7, and in the case of a child for whom a decision to postpone the compulsory school attendance is made, no longer than until the age of 10.

  • Maternity allowance is paid by ZUS and equals 100% of the average monthly wage paid over the 12 months preceding the leave.

  • The child’s father is entitled to the full maternity allowance when the mother has died or abandoned the child.

Adoption leave

An adopting parent is entitled to leave on the same conditions as maternity leave, the duration of leave is the same as stated above and is dependent on the number of children adopted.

The employee is entitled to it no longer than until the child reaches the age of 7, and in the case of a child for whom a decision to postpone the compulsory school attendance is made, no longer than until the age of 10.

An employee who is a father who has adopted a child also has the right to paternity leave which may be used until the end of 24-month period from the date of the court’s adoption decision becoming final and valid, no later than until the child reaches the age of 7, and in the case of a child for whom a decision to postpone the compulsory school attendance is made, no later than until the age of 10.

Parental leave

An additional 32-week-long parental leave (or up to 34 weeks, in the case of giving birth to two and more children at a time) may be granted to any of the parents. As a general rule, the parent on parental leave will receive 60% of his or her basic allowance.

Parental allowance and leave may start once the maternity leave ends. Both parents are granted it in a maximum of four consecutive parts which last for at least 8 weeks. The parents may take leave at the same time or in turns. The final deadline for the use of the leave is the end of the calendar year in which the child reaches the age of 6 years. A written application for parental leave for a mother or father must also be submitted 21 days in advance.

Parental leave may be combined with, at most, half-time work for the employer granting the leave.

Paternity leave

An employee – a father raising a child – has the right to use paternity leave. The right to such leave applies to the child’s father, no longer, however, than until the child reaches the age of 24 months.

  • The length of paternity leave is up to 2 weeks and this period can be divided into two parts, each of which can be used at any time.

  • The mother may decide to reduce her maternity leave after taking the first 14 weeks. If this is the case, the father can take the remaining part of the maternity leave, on his written request.

  • Maternity allowance applies for the duration of paternity leave.

Childcare leave

Childcare leave is applicable for up to 36 months, but not longer than until the end of the calendar year in which the child reaches the age of 6. In order to benefit from this leave, the employee must be employed for at least 6 months. The leave may be used by a mother or father who are employees. This leave is granted at a written request of the employee, in no more than 5 parts. During the childcare leave, the employee does not retain the right to remuneration (this leave is, as a rule, unpaid), is not entitled to any allowance, but the person is covered by pension and health insurance paid by the employer.

Public Holidays

Apart from the holiday leave the employee is entitled to Sundays and public holidays off work. At present, there are thirteen public holidays in a calendar year. Public holidays are not included in statutory holiday entitlement.

Benefits to the Employee in Poland

Statutory Benefits

The following statutory benefits apply to employees in Poland:

  • Old-age and survivor’s pension,

  • unemployment,

  • maternity and paternity benefits,

  • insurance against accidents at work,

  • insurance against occupational diseases,

  • family benefits,

  • compulsory insurance for healthcare.

The state social system provides for health insurance and pension coverage. On January 1, 2019, a new form of saving was introduced into the Polish legal system that allows the accumulation of additional funds for retirement into employee pension plans. The new law is called Employee Capital Plan (PPK). Contributions to employee pension plans will be financed by the employer (1.5% of the remuneration) and by the employee (2% of the remuneration) – with limited options to increase these amounts. The introduction of employee pension schemes is taking place in several phases. Initially, the obligation to create a scheme applied only to employers with at least 250 employees, but the ultimate target is that all employers in Poland will be obliged to create a scheme from January 1st, 2021.

Other Benefits

The most popular supplementary employee benefits in Poland are:

  • Private Medical Insurance

  • Group Life Insurance

  • Business Travel Insurance

  • Employee Perks such as employer supported gym membership, or companies subsidizing / paying for employees’ education, training, or language course costs.

Visas and Foreign Workers

General Information

As Poland is a member of the European Union (EU), citizens of other EU member states do not need a permit to work there. Most other individuals will need a visa to stay in the country as well as a permit to work.

There are several types of visas available for non-EU citizens seeking entry into Poland for employment purposes, including:

  • Work Permit (Type A) – This permit is required for foreign individuals who work for a Polish employer.

  • Work Permit (Type C or E) – This permit is available for those sent to work in Poland through an intracompany transfer.

  • Business visa (Schengen Visa C or D)

  • Freelance/entrepreneur visa

Work Permits

Procedure for obtaining approval – The employer must provide several documents to obtain a work permit on behalf of a foreign employee. Work permits are issued by the province governor (voivode or wojewoda) competent for the employer’s registered office.

The province governor issues a work permit for a fixed term of no more than three years. In the case of managers (management board members), a work permit can be issued for up to five years.

A work permit can be issued by the province governor if both:

  • The foreign national’s remuneration is not lower than the remuneration paid to a Polish employee in a similar position.

  • The district governor (starosta) confirms that the vacancy cannot be filled by a person registered as unemployed or seeking employment, or if the recruitment organised for the employer turns out to be ineffective.

  • Several exceptions to these requirements are provided for in specific regulations.

  • A work permit is issued on the employer’s request, and the documents to be provided include:

  • A completed application form

  • Evidence of payment of application fees

  • Confirmation of the legal status of the employer from the National Court Register

  • Current records of the employer’s economic activity

  • Copies of the applicant’s passport pages with relevant travel information

  • Evidence that the applicant has health insurance

  • A deed for the company

  • A copy of a statement regarding profits or losses sustained by the employer

  • A copy of a contract in accordance with the service being provided in Poland

  • The employment contract with the foreign national must strictly reflect the conditions in the work permit relating to employment duration, place of work and employee’s position.

Cost – The fee for a work permit is:

  • PLN50 (as at 1 August 2011, US$1 was about PLN2.8) if the employment lasts less than three months.

  • PLN100 if the employment lasts longer than three months.

  • PLN200 if the foreign national is seconded to Poland to perform export services.

Time frame – It usually takes one to two months to obtain a work permit.

Foreign nationals must also legalise their residence in Poland by obtaining a temporary residence permit if their stay in Poland is to exceed three months, subject to certain exceptions. A temporary residence (karta pobytu) in Poland can be obtained if the employee can demonstrate that they will be staying in Poland for more than 3 months in order to work. Permission for temporary residence is normally granted for a maximum of 2 years. A residency permit can then be renewed every subsequent two years.

Getting a Tax Number

The PESEL number [Polish acronym for “Universal Electronic System for Registration of the Population”] needs to be obtained by foreigners wanting to stay in Poland for longer than a few months, irrespective of being an EU citizen or not. An employee can be hired without the PESEL number, however, the employer will need it soon after employment commences to fulfil their obligations of paying insurance and taxes.

Anyone who registers their address will be granted this important identification number. In Poland, any person who wishes to stay in Poland for longer is obliged to register where they live with the local City Council (Urząd Miasta). Polish and EU citizens have 3 months to register their new place of living, and non-EU citizens need to fulfil this obligation within 30 days from the day they arrived in Poland. Once that obligation is fulfilled the local government automatically creates the PESEL number and sends the document to the provided address.

Public Holidays in 2022

S.No Occasion Date
1 New Year’s Day January 1st
2 Epiphany January 6th
3 Easter Sunday April 17th
4 Easter Monday April 18th
5 Labour Day May 1st
6 Constitution Day May 3rd
7 Whit Sunday (Pentecost) June 5th
8 Corpus Christi June 16th
9 Assumption Day and Polish Armed Forces Day August 15th
10 All Saints’ Day November 1st
11 Independence Day November 11th
12 Christmas Day December 25th
13 Second Day of Christmas December 26th

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