How to hire employees in Poland? Employer of Record Solutions, EOR, Payroll, Employment Services in Poland

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Expanding your business into new territories can be an exciting endeavour but also comes with challenges. When entering the Polish market, one critical aspect is ensuring compliance with local employment laws and regulations. An Employer of Record (EOR) solution can be invaluable in this challenge. In this blog post, we will explore the concept of Employer of Record in Poland and how it can help you navigate the complexities of employing a workforce in the country. We will delve into the benefits of EOR services, discuss the legal framework surrounding employment in Poland, and highlight the various aspects of payroll and employee benefits. Let’s dive in!

1. Understanding Employer of Record (EOR)

1.1 What is an Employer of Record?

An Employer of Record (EOR) is a service provider that takes on the role of the legal employer for your employees in a specific country. They manage all aspects of employment, including payroll, tax compliance, benefits administration, and adherence to local labour laws. By partnering with an EOR, you can expand your business without establishing a local entity in Poland.

1.2 Benefits of Employer of Record Services

Partnering with an Employer of Record (EOR) in Poland offers a range of significant benefits for businesses operating in the country:

1.2.1 Compliance with Local Employment Laws

Poland has a complex set of labour laws and regulations to be followed when employing a workforce. An EOR is well-versed in local employment law and ensures that your business remains compliant, minimising the risk of legal and regulatory issues.

1.2.2 Simplified Payroll and Tax Management

Managing payroll and tax administration can be challenging, especially in a foreign country with unique requirements. An EOR takes care of all payroll processes, including accurate salary calculations, tax deductions, and compliance with tax regulations, relieving you of the administrative burden and ensuring accurate and timely payments to your employees.

1.2.3 Access to Local Expertise

Employment regulations and practices in Poland may differ from those in your home country. By partnering with an EOR, you gain access to professionals with deep knowledge of Polish employment law and regulations. They can guide and advise on employment contracts, working hours, leave entitlements, and employee benefits, ensuring your business fully complies with local requirements.

1.2.4 Efficient Workforce Management

Managing employment-related tasks, such as onboarding new employees, handling contracts, and maintaining employee records, can be time-consuming and resource-intensive. With an EOR, these administrative tasks are run, allowing you to focus on your core business activities and strategic objectives. This streamlined approach to workforce management increases efficiency and frees up valuable time and resources for your business.

1.2.5 Flexibility for Global Expansion

If you want to expand your business globally, an EOR provides a flexible solution to establish a presence in Poland without setting up a legal entity. This enables you to quickly and easily hire local employees, engage with clients, and explore new business opportunities, all while staying compliant with Polish employment regulations.

1.2.6 Risk Mitigation

Navigating employment-related risks in a foreign country can be challenging. An EOR takes on legal employer responsibilities, assuming the associated risks and liabilities. This helps protect your business from legal disputes, labour claims, and compliance issues, giving you peace of mind as you expand and operate in Poland.

By leveraging the benefits of Employer of Record services, businesses can easily navigate the complexities of employment in Poland, ensuring compliance, efficiency, and a solid foundation for their workforce operations.

2. Employment and Labor Laws in Poland

2.1 Types of Employment Contracts

There are two primary types of employment contracts under labour law: fixed-term contracts and indefinite contracts. Check this blog post for more information on all possible contracts under labour and civil law.

Fixed-term contracts are used when the employment relationship has a predetermined end date or is tied to the completion of a specific project or task. It’s important to note that the maximum duration of a fixed-term contract in Poland is three years, with some exceptions allowed for certain circumstances.

Indefinite contracts have no predetermined end date and provide greater job security for employees. These contracts are suitable for long-term employment relationships and are commonly used for full-time positions.

When entering an employment contract in Poland, it is crucial to include essential details such as working hours, salary, job responsibilities, termination conditions, and any specific provisions that may apply to the particular industry or occupation.

2.2 Working Hours

The standard working time is eight hours per day and should be 40 hours per week. However, certain exceptions and variations are based on specific industries or collective bargaining agreements. In some sectors, a flexible working time arrangement may be implemented, where employees have control over their daily schedule as long as they fulfil the required number of working hours within a specified period. It’s important to note that overtime work may be required in certain circumstances, but it should always comply with labour regulations. In such cases, employees are entitled to additional compensation, typically in overtime pay or time off in lieu.

2.3 Leave Entitlements

Employees in Poland are entitled to various types of leave:

2.3.1 Maternity Leave

Female employees in Poland are entitled to 20 weeks of maternity leave, which can be extended to 32 weeks in certain circumstances. During this period, the employee is entitled to benefit from the social security system.

2.3.2 Paternity Leave

Male employees are entitled to two weeks of fully paid paternity leave in Poland. This allows fathers to support their partners during the early stages of parenthood.

2.3.3 Annual Leave

Employees in Poland are entitled to a minimum of 20 days or 26 days of paid annual leave per year. Additional leave may be granted based on length of studies and years of service.

2.3.4 Parental Leave

In addition to maternity and paternity leave, parents in Poland are entitled to parental leave, allowing them to care for their children up to the age of three. This leave is unpaid.

2.3.5 Sick Leave

Employees in Poland are entitled to sick leave, which the Social Insurance Institution compensates. The duration and compensation depend on the specific circumstances.

3. Payroll and Benefits in Poland

3.1 Gross Salary and Employee Benefits

Employers in Poland must pay their employees a gross salary, including various contributions, such as income tax and social insurance. Additionally, employers may provide additional benefits, such as health insurance, pension plans, and other perks.

3.2 Employer Costs and Taxes

Employers in Poland must contribute to the social security system and pay taxes on behalf of their employees. These costs vary based on the employee’s salary and other factors.

3.3 Payroll Processing

Most companies pay employees every month, but paying employees daily or weekly is possible. Salaries are paid on the last working day of the month and by the 10th of the following month. An EOR in Poland handles payroll processing, ensuring accurate and timely salary payments, tax deductions, and compliance with all legal requirements.

4. Employer of Record Services in Poland

4.1 Choosing the Right EOR Provider

When selecting an EOR provider in Poland, consider their experience, reputation, and ability to provide comprehensive services that align with your business needs. Thoroughly review their offerings, including payroll management, benefits administration, and compliance support for the employer and employee.

4.2 Partnering with an EOR

Partnering with an EOR allows you to focus on growing your business while the EOR handles all aspects of employment and compliance in Poland. They act as the legal employer, providing peace of mind and ensuring your workforce operates within the local legal framework.


Expanding your business into Poland requires a deep understanding of local employment laws and compliance requirements. Partnering with an Employer of Record (EOR) offers a practical solution to ensure compliance, simplify payroll management, and access local expertise. By leveraging the services of an EOR, you can navigate the complexities of employing a workforce in Poland while focusing on your core business objectives.

Questions about EOR in Poland? Contact us