Employer of Record (EOR) Poland

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Simple & Compliant Hiring with Globaine's Employer of Record (EOR)

Hire in Poland with Confidence 
Globaine takes care of all compliance matters, including payroll, taxes, and legal obligations, while providing seamless hiring processes. Our platform ensures that every aspect of employee management in Poland is handled efficiently and in full compliance with local regulations.

Fast Time-To-Hire

Onboard employees in as little as 12 hours.

Cost-Efficient

The most affordable solution on the market, saving you time and money.

Compliant Contracts

We draft bilingual contracts compliant with Poland's labor law.

Global Reach, Local Expertise
Hire not just in Poland, but in over 180 countries through our global platform, allowing you to grow internationally without entity setup. Globaine’s team provides the local expertise you need to ensure every hire is compliant, efficient, and hassle-free.

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HIRING

in Poland

In Poland, anemployment contract must be provided in writing to the employee at the time of hiring. The contract should include essential information such as the employee’s full name, job title, work location, salary, working hours, and the start date of employment. Specific clauses might include probation periods, job responsibilities, and non-compete or confidentiality agreements if applicable.

A written contract is mandatory for all employees in Poland, regardless of whether the employment is full-time, part-time, or temporary. Although verbal agreements are allowed, having a written contract ensures clarity and protects both parties in case of disputes.

In Poland, salaries must be specified in Polish złoty (PLN) in the employment contract. The amount should reflect the gross salary and include any bonuses, commissions, or other benefits. The contract must also state how the salary will be paid (monthly, bi-weekly, etc.), and any deductions such as taxes and social insurance contributions must be mentioned.

Polish employment contracts often include the following clauses:

    • Non-compete clauses: Prevent employees from joining competitors for a specified period after termination.
    • Confidentiality clauses: Protect sensitive company information.
    • Probationary period clauses: Determine the conditions and length of a probation period (usually up to 3 months).

ONBOARDING

in Poland

1. What are the key steps in employee onboarding in Poland?

The onboarding process in Poland includes verifying the employee’s eligibility to work and obtaining a PESEL number (Polish personal identification number) for tax and social security purposes. Employers must also register the employee with the Polish social insurance institution (ZUS), collect personal identification documents (e.g., passport, residence permit), and provide necessary training as required.

2. When should employees complete pre-hire medical checks in Poland?

Pre-hire medical checks are mandatory for certain positions, particularly for roles in sectors such as healthcare, manufacturing, or food services, where specific health requirements apply. These checks must be completed before the employee begins work.

3.What documents are required for onboarding in Poland?

To onboard an employee in Poland, the following documents are necessary:

  • Proof of identity (passport, ID card).
  • PESEL number (for Polish nationals) or NIP number (tax identification for foreigners).
  • Employment contract signed by both parties.
  • Medical examination confirmation (if required).
  • Work permit (for non-EU employees).

PAYROLL

in Poland

Salaries in Poland are generally paid monthly. The salary structure includes the base salary plus any additional benefits, such as bonuses, overtime, and commissions. Payroll is typically processed via bank transfers, and deductions for taxes and social insurance (ZUS) are made at source.

For remote employees in Poland, employers must ensure that they are compliant with local employment laws, including tax and social security contributions. The salary is subject to the same deductions as office-based employees, and home office expenses may be reimbursed or included in a stipend, though this is not legally required.

As of 2024, the minimum wage in Poland is PLN 4,360 per month for full-time employees. The wage is reviewed annually and adjusted for inflation or changes in the economy.

In Poland, there is no statutory requirement for a 13th or 14th salary. However, many employers offer 13th-month bonuses, especially at the end of the year. These bonuses are generally included in the employment contract or are subject to company policy.

TAXES

in Poland

1.What are the income tax rates in Poland?

Poland has a progressive income tax system. The tax rates are as follows:

  • 12% for annual income up to PLN 120,000.
  • 32% for income above PLN 120,000.
    The tax is withheld at source through the Pay-As-You-Earn (PAYE) system.

2. How does the tax system apply to non-residents Poland?

Non-residents are subject to income tax on their Polish-source income at the same rates as residents, with the option to apply for tax treaties to avoid double taxation.

3. When should tax returns be submitted in Poland?

Tax returns must be submitted by April 30th of the following year for individuals who are self-employed or have other non-employment income. For employees, tax returns are generally handled through payroll deductions.

4. What social security contributions are required in Poland?

Employers and employees contribute to the Polish social insurance system (ZUS). The employer’s contribution is approximately 19.52% of the employee’s gross salary, while the employee contributes about 13.71%. These contributions cover pensions, disability insurance, health insurance, and accident insurance.

LEAVE

in Poland

Employees in Poland are entitled to a minimum of 20 days of paid annual leave for less than 10 years of service, and 26 days for employees with over 10 years of service. This is based on a 5-day working week.

Employees can use their leave as it accrues, and the leave must be taken within the calendar year or carried over to the next year. However, employees must request leave in advance.

Maternity leave in Poland is 20 weeks, with 6 weeks mandatory leave before the expected delivery date. Paternity leave is 2 weeks and can be taken within the first year after the child’s birth. Both types of leave are partially paid by the state.

Poland has 13public holidays annually, including New Year’s Day, Easter Monday, Constitution Day, Assumption Day, and Christmas. Employees are entitled to a day off on these holidays or may receive premium pay for working on these days.

BENEFITS

in Poland

1.What benefits are mandatory in Poland?

Mandatory benefits in Poland include annual paid leave, sick leave, maternity/paternity leave, and social security benefits. Health insurance is provided through the ZUS system, and pensions are mandatory for all employees.

2. How is the home office allowance structured in Poland?

While there is no specific home office allowance regulated by Polish law, some employers offer home office stipends to cover utilities and office equipment expenses. This is often a part of the company’s internal policy.

3. When should meal allowances be provided in Poland?

Meal allowances are typically provided when employees travel for work or work extended hours, but they are not legally required. These allowances are subject to company policy or collective bargaining agreements.

4. What additional benefits are common in Poland?

Common additional benefits in Poland include private health insurance, pension schemes, meal vouchers, and performance bonuses. Some employers also offer flexible work schedules, wellness programs, and allowances for commuting.

TERMINATIONS

in Poland

The statutory notice period depends on the employee’s length of service. For employees with less than 6 months of service, the notice period is 2 weeks; for 6 months to 3 years, it is 1 month; and for more than 3 years, it is 3 months.

An employee can be terminated without notice for reasons such as gross misconduct, criminal activity, or a severe breach of contractual obligations. However, the employer must follow proper disciplinary procedures.

Severance pay is provided for employees who have been dismissed due to redundancy or other legally recognized reasons. The amount of severance depends on the length of employment and the employee’s contractual terms.

Mutual termination occurs when both the employer and the employee agree to end the employment relationship. This termination is generally handled through a written agreement that outlines the terms of departure, such as the last working day and any severance pay.

FAQs

Globaine ensures full compliance with Poland’s labor laws by staying up to date with the latest regulations, including employment contracts, benefits, tax deductions, and termination procedures. We handle all local legal requirements, ensuring that employers avoid fines and legal disputes.

By using Globaine’s EOR solution, companies can save on the high costs of setting up and maintaining a local entity, including legal fees, administrative costs, and local payroll setup. We also help avoid the complexities and delays associated with navigating Polish employment laws.

Globaine guarantees quick onboarding by utilizing a streamlined process that includes pre-established agreements, automated systems for document management, and a local expert team ready to onboard employees efficiently.

Yes, Globaine can handle complex employment scenarios, including drafting bilingual contracts in Polish and another language, and managing terminations in compliance with Polish labor laws. Our legal experts ensure that all processes meet local regulations.

The key risks of hiring without an EOR in Poland include non-compliance with local tax laws, incorrect handling of employee benefits, and complex termination procedures. Globaine mitigates these risks by managing all compliance requirements and ensuring that employment contracts, taxes, and benefits are correctly handled.

Employer of Record (EOR) Poland

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