Hire in Poland
Here’s where you get started with human resources best practices and hiring in Poland.
Polish Zloty (PLN)
Key Country Facts
Poland, officially called the Republic of Poland, is a country in Central Europe. It is divided into 16 administrative provinces and has a population of just under 38 million people. The capital city Warsaw (‘Warszawa’) is also the economic and political center of the country. As a result of a state-paid university system, many workers are highly qualified and specialized. This is especially true in the fields of IT and engineering.
Poland covers an area of 313,000 square kilometers, making it the ninth 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 northeast.
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, forming an essential part of Polish culture. Family values are also very important in Polish society. Most Poles speak more than one language because of the country’s proximity to many other countries. Notably, most Poles speak English at least at a conversational level.
The Roman Catholic Church is the largest church in Poland with the majority (around 95%) of the population being Roman-Catholic. Approximately 75% of the population attends church services regularly.
The sole official language of Poland, as established by the Constitution, is Polish.
Poland HR at a Glance
Poland’s Labor Code is the key legal act regulating relations between employers and employees. It sets out conditions under which work can be executed in Poland. Employment contracts cannot be less advantageous to the employee than the regulations provided in the Labor Code and any secondary regulations issued thereto.
Key Points – Employers in Poland should prepare for:
- an ever-evolving tax and social security system
- strong presence and high activity of trade unions (in the case of major employers)
- labor courts sensitive to employee rights
- strict EU data protection regulations (e.g. hindering the transfer of personal data outside of the EU)
The rights and obligations of both employees and employers are defined in the following sources of labor law:
- The Constitution of the Republic of Poland, which defines general principles of freedom to work and social rights
- The law established by the appropriate bodies of the European Union in the scope of labor law
- International agreements concerning labor law issues
- Labor Code,
- Acts and secondary legislation, defining the employees’ and employers’ rights and obligations
- Provisions of collective labor agreements and other agreements, rules, procedures and statutes setting forth the rights and obligations of the parties to the employment relation
The mutual rights and obligations of both parties are also defined in an 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 employment 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 must notify the employee in writing about other conditions of pay indicated in the Labor Code within seven days from concluding the employment agreement. All changes to the conditions of work and pay require a written form.
The following types of employment contract are recognized in the Polish Labor 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 or she 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:
- If the employee is to be employed to perform a different kind of work.
- At least three years following termination or expiration of a previous employment contract, if the employee is to be employed to perform the same kind of work.
In Poland, working time may not exceed eight hours per day and 40 hours in an average five-day working week in the agreed settlement period. As a rule, this period must not exceed four 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 Labor Code. The weekly working time including overtime cannot exceed an average of 48 hours in the adopted settlement period. Every employee is entitled to an uninterrupted daily rest period of at least 11 hours.
Working overtime is allowed in two situations only:
- if overtime work is necessary to conduct a rescue operation in order to protect human life or health, to protect property or to protect the environment.
- in the case of special needs of the employer. It is the employer who assesses whether there special needs have occurred which justify working overtime.
The number of overtime hours performed in relation to the employer’s special needs must not exceed 150 hours per calendar year for an individual employee. Overtime work is compensated with a supplementary remuneration or time off work.
Health and Safety in the Workplace
The Constitution of the Republic of Poland states everyone is entitled to safe and hygienic work conditions. This principle has been specified in the Labor Code, which states both the employer and the employee have obligations in the field of health and safety at work.
Every employee must undergo an initial medical examination (“badania wstępne” before starting work and then a periodic examination (“badania okresowe”) before the initial check’s expiry date (roughly after 2-4 years from the initial check). In certain situations, an employee will also be required to complete a check-up examination (if the employee has been signed off sick for at least 30 calendar days). In such case, they will need to complete a check-up examination before coming back to work.
Bonus and 13th Month Pay
It is common practice in Poland for employees to be awarded with bonuses. 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 which can be claimed by employees.
Bonuses are awarded to employees on the fulfillment of objective criteria. This is outlined in the employment contract, employer’s internal labor law regulations or other documents.
Polish law maintains detailed rules regarding the unilateral termination (with notice and with immediate effect) served by both employers and employees. These regulations vary depending on the type of employment contract. A contract of employment can be terminated:
- by mutual agreement of the parties
- by a statement of will issued by one of the parties with a period of advance notice (‘termination of a contract of employment with notice’)
- by a statement of will issued by one of the parties without a period of advance notice (‘termination of a contract of employment without notice’)
- 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. The termination letter must detail all the reasons for termination as it is not possible to later bring up other reasons before the court. In the 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, which is granted to all employees engaged under open-ended contracts. Special protections against termination may also apply due to an employee’s life situation or the specific role the employee holds.
Prohibited or restricted terminations: There are statutory limitations on an employer’s right to unilaterally terminate the employment relationship with some groups of employees due to their age (e.g. employees who will reach retirement age in less than four years), life situation (e.g. due to pregnancy, when using maternity leave, paternity leave, parental leave and childcare leave, during sick leave, holiday leave) or the function they hold (e.g. trade union leaders and works council members).
Third-party approval for termination/termination documents: In the case of protected employees, the restriction on termination may require the employer to seek consent of certain bodies for the termination of employment. For example, they may need to seek a trade union’s consent for summary dismissal of a pregnant employee.
In the termination of an open-ended employment contract with notice or termination with immediate effect with an employee represented by the trade union, the employer must notify the trade union in writing on the intended termination and the reasons for the termination. The trade union’s opinion is not binding for the employer.
Mass layoff rules: There is a special procedure for terminations in the case of collective redundancies. This applies 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
- 30 employees in entities normally employing at least 300 employees.
Unfair dismissal: In the 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.
The period of notice for an employment contract set for an indefinite period of time depends on the employment period with a given employer. The notice period 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
- 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 is not longer than two weeks
- one week if the trial period is longer than two weeks
- two weeks if the trial period is set at 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 will 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 the case of 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 one to three months’ salary and cannot exceed 15 times the minimum wage (set at 3,490 PLN till June 2023).
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 (e.g. senior executives). Restrictive covenants are regulated by a limited extent within the labor law. Typically, under these agreements, an employee must not engage in any activity in competition with the employer and must 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 is stated permissible in a separate agreement. This includes non-solicitation of customers. The agreement should define the scope of the non-competition clause and the amount of compensation due to the employee.
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 ends. A non-compete agreement must be concluded in writing in order to be valid. A non-compete agreement effective following 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 this compensation to be paid in monthly installments.
Under customer non-solicits, employees (or former) are prohibited from inducing customers or clients to terminate, not fulfill or improperly fulfill their contractual duties with an aim for the inducing employee to gain personal benefits (or for a third party) or to cause damage to the employer.
Non-solicitation of employee clauses are deemed invalid based on case law, as they violate an individual’s right to freedom of choice in employment. No person may be prohibited from exercising their profession.
In 2019, the European Court of Justice stated companies must set up an objective, reliable and accessible system to record the working time of their employees.
Trade Unions / Collective Agreements
Freedom of association in trade unions is guaranteed to anyone engaged in gainful employment in 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 the 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, etc.).
If a trade union operates in the workplace, it may request an employer adopt workplace or remuneration regulations. This applies if the employer has between 20 and 49 employees. The content of the workplace and remuneration regulations must be agreed with the trade unions, if one operates at the entity.
Fixed Term Contracts
Over recent years, there is a trend in Poland to depart from the unlimited-term form of employment toward fixed-term contracts.
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, 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 or number mentioned above:
- for the replacement of an employee during their justified work absence
- 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 attributed to specific business needs
In point four above, the need must serve a real periodic demand and be 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. The relevant district labor inspector must be notified in writing by the employer when concluding a fixed-term employment contract.
Tax and Social Security
Personal Income Tax
In 2023, Poland applies a progressive income tax scale to individuals as follows:
|Up to 120,000||12% minus *tax-reducing amount PLN 3,600|
|over PLN 120,000||PLN 10,800 plus 32% of any amount over PLN 120,000|
*The tax-reducing amount in 2023 will be settled monthly, in the amount of PLN 300 (PLN 3600 /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 compulsory and payable by employers. The contributions are financed by both employers and employees. Employers must deduct the appropriate amounts from the employee’s salary 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 type of insurance are:
|Type of Insurance||Paid by Employer (%)||Paid by Employee (%)||Total (%)|
|Bridging Pension Fund (FEP)||0.00 or 1.50||0.00 or 1.50|
|Accident Fund**||0.67 – 3.33||0.00||0.67 – 3.33|
|Employees’ Guaranteed Benefits Fund||0.10||0.00||0.10|
|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 (PLN 208 050.00 for 2023), 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 the accident fund is determined through the decision of social security authorities.
The above rates serve as a broad guideline. Actual rates charged by GoGlobal will differ.
Employees are typically paid their salaries on a monthly basis in Poland. The labor code provisions stipulate that remuneration will be paid to employees to the bank account of their choosing. Cash payments to employees are only possible if the employee specifically requests it.
Employers may provide payslips to their employees online.
Statutory minimum holiday leave 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 while employees who have worked for at least ten years are entitled to 26 days. The period based on which holiday entitlement is calculated accounts for education. For example, graduation from university counts as eight years’ employment. For the period of leave, the employee is entitled to the remuneration they would receive if they were working during that time.
The employee gains 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) following one month of work. They gain 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 required to grant leave (of not more than four days per calendar year) 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.
All individuals employed in Poland under a contract of employment or a contract of mandate (including foreign citizens) are registered with the Polish National Health Fund (NFZ) and are entitled to healthcare benefits. Contributions to NFZ are deducted from the employee’s income on a monthly basis.
Employees 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 or sick leave note (‘zwolnienie lekarskie’). Polish employees cannot self-certify their illness in order to receive sick pay. Employees must submit their sick leave certificate to the employer no later than seven days after the date of issue. Otherwise, the allowance will be reduced by 25%
During the first 33 days of an 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 greater 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 conducted 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 offered to the employee for a period of up to 182 days or 270 days if the incapacity to work is attributed to 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 of 80% of their salary.
All employees gain the right to sick pay and sickness allowance 30 days after being registered in the insurance scheme. The sickness benefit is paid by any employer employing over 20 people. The total amount of sickness benefit paid by the employer is then deducted from the employer’s social security contributions.
Compassionate & Bereavement Leave
Two days of paid leave from are granted to an employee for the following events:
- the birth of their child
- funeral of the employee’s spouse, child, father, mother, stepfather or stepmother
One day of paid leave from work is granted in the following events:
- child’s wedding,
- death and funeral of a sister, brother, mother-in-law, father-in-law, grandmother, grandfather or another person who is a dependent of the employee or has been under their direct care.
Childcare: An employee raising at least one child up to the age of 14 is entitled to 16 hours or two days of paid leave from work during a calendar year..
Other Rights for Leave of Absence
Training leave: Training leave is offered 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 Labor Code. The employee retains the right to compensation for the duration of the training leave. The length of this leave is:
- Six days is offered for an employee participating in external exams.
- Six days is offered for an employee participating in exams to confirm professional qualifications.
- 21 days is offered during the final year of studies for the completion of a thesis as well as to prepare for and take the diploma exam.
Disability Leave: A person classified to have 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.
- Fixed-term contracts which would be terminated after the end of the third month of pregnancy or contracts for a probationary period exceeding one month are to be extended until the date of childbirth.
- A pregnant employee cannot work overtime or at night. She also cannot be ordered to work outside of her permanent workplace or be employed in an interrupted working hours system without her consent.
- A breastfeeding employee has the right to two half-hourly breaks during work, which are to be included in the working hours.
- The employer is required 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 compensation for this time of absence.
- Pregnant and breastfeeding women must not perform tasks which are arduous, dangerous or harmful to their health. This list of tasks is outlined 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 or 33 weeks in the case of having triplets. No more than six weeks of the maternity leave can be used before the expected date of birth.
- The employee is entitled to leave until the child reaches the age of 7 or, in the case of a child for whom a decision is made to postpone school attendance, 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 if the mother has died or abandoned the child.
An adopting parent is entitled to leave on the same conditions as maternity leave. The duration of leave is also the same as stated above and depends on the number of children adopted.
The employee is entitled to the leave no longer until the child reaches the age of 7 or, in the case of a child for whom a decision is made to postpone school attendance, until the age of 10.
An adopting father employee also has the right to paternity leave, which may be used until the end of the 24-month period from the date the court’s adoption decision becomes final and valid. The employee is entitled to the leave no longer until the child reaches the age of 7 or, in the case of a child for whom a decision is made to postpone school attendance, until the age of 10.
An additional 32-week-long parental leave (or up to 34 weeks in the case of giving birth to two or 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 begin once the maternity leave period ends. Both parents are granted it in a maximum of four consecutive parts which last for at least eight weeks. The parents may take leave simultaneously 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 half-time work for the employer granting the leave.
A father raising a child has the right to use paternity leave. The right to such leave applies until the child reaches the age of 24 months.
- The length of paternity leave is up to two weeks and this period can be divided into two parts, each of which can be used at any time.
- The mother may elect to reduce her maternity leave following the first 14 weeks of leave. In this case, the father can take the remaining part of the maternity leave upon his written request.
- Maternity allowance applies for the duration of paternity 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 six months. The leave may be used by employees who are mothers or fathers. This leave is granted upon the employee’s written request. It can be used in no more than five parts. During the childcare leave, the employee does not retain the right to remuneration and is not entitled to any allowance. However, the person is covered by pension and health insurance paid by the employer.
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
The following statutory benefits apply to employees in Poland:
- Old-age and survivor’s pension
- 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.
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 employees’ education, training or language course costs.
Visas and Foreign Workers
As Poland is a member of the European Union (EU), citizens of other EU member states do not need a permit to work in the country. 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 foreigners 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 intra-company transfer.
- Business visa (Schengen Visa C or D)
- Freelance/entrepreneur visa
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’) for the employer’s registered office.
The province governor issues a work permit for a fixed-term not exceeding 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 less than the remuneration paid to a Polish employee in a similar role.
- The district governor (‘starosta’) confirms the vacancy cannot be filled by a person registered as unemployed or seeking employment – or if the recruitment organized for the employer turns out to be ineffective.
Several exceptions to these requirements exist within 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
- Confirmation 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 relating to employment duration, workplace and the employee’s role.
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 exceeds three months.
- PLN200 if the foreign national is seconded to Poland to perform export services.
Time frame: It usually takes one to two months for a work permit to be obtained.
Foreign nationals must also legalize their residence in Poland by obtaining a temporary residence permit if their stay in Poland is to exceed three months. This is subject to certain exceptions. A temporary residence (‘karta pobytu’) in Poland can be obtained if the employee can demonstrate they will be staying in Poland for more than three months in order to work. Permission for temporary residence is normally granted for a maximum of two 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”) must be obtained by foreigners wanting to stay in Poland for longer than a few months. This applies whether the individual is 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 fulfill 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 three months to register their new place of living and non-EU citizens need to fulfill this requirement within 30 days from the day they arrive in Poland. Once that requirement is fulfilled, the local government automatically generates the PESEL number and sends the document to the provided address.
Public Holidays in 2023
New Year’s Day
All Saints’ Day
2nd Day of Christmas