Expanding your team into Poland is a smart move for accessing high-tier talent, but the local Labour Code is rigid. Compliance is not a suggestion here. If you miss a step in the onboarding process, you face significant fines from the National Labour Inspectorate (PIP). Using an Employer of Record (EOR) removes this burden. We…
In Poland, a notice period is not just a courtesy, it is a statutory obligation that varies wildly depending on the contract type and the individual’s length of service. For international employers, the biggest headache in 2026 is the New Seniority Reform. As of 2026, time spent on B2B or Mandate contracts now counts towards…
Remote work in Poland is no longer an informal arrangement. As of 2023, the Polish Labour Code explicitly regulates how remote work must be implemented, documented, and compensated. For international companies, this means you cannot simply allow a Polish employee to work from home without meeting specific statutory obligations. Failure to formalise these arrangements can…
Managing sick leave in Poland involves a strict interaction between the employer and the Social Insurance Institution (ZUS). Unlike jurisdictions with discretionary sick pay, Poland uses a statutory split-payment system. By using an Employer of Record (EOR), these calculations, filings, and medical verifications are managed on your behalf. The 30 Day Waiting Period Employees on…
An Employer of Record (EOR) and Professional Employer Organisation (PEO) provide payroll, compliance, and HR services for companies hiring staff in Poland. However, EOR and PEO have distinct differences that companies should understand when choosing the best solution for hiring in Poland. Key comparison areas include legal employer status, compliance obligations, service range, and costs. Assessing specific needs around these factors is critical to decide whether an EOR or PEO in Poland is the right fit.
When hiring in Poland, especially for R&D, software, or creative roles, intellectual property (IP) protection is not just about having a contract. The Polish legal system distinguishes between the right to earn from a creation and the permanent personal link an author has with their work. Failing to manage these distinctions can lead to situations…
Protecting your business from unfair competition is a standard requirement for key hires. However, in Poland, non-compete agreements (zakaz konkurencji) are strictly regulated by the Labour Code. Unlike some jurisdictions where a simple clause in an offer letter suffices, Polish law requires a formal, paid commitment. If your agreement fails to meet specific statutory criteria,…
Paying staff in Poland is not as simple as transferring a net amount. The Polish payroll system is built on a complex web of gross-to-net calculations, mandatory employer contributions, and strict filing deadlines. For an international business, the real challenge is the “Total Cost of Employment.” What you agree on as a gross salary in…
What the new digital-first regulations mean for your business. Since June 2025, the rules for employing non-Polish nationals have changed significantly. The process is now entirely digital, and the burden of reporting has shifted more heavily onto the employer. If you are planning to hire from outside the EU, you need to be aware of…
When hiring in Poland, you will encounter three main contract types. These are the Employment Contract (Umowa o Pracę or UoP), the Mandate Contract (Umowa Zlecenie or UZ), and the Temporary Employment Contract. A common misconception is that “Employer of Record” is a specific legal contract. It is not. EOR is a service that operates…