Facts & Stats
- Capital City
Polish złoty (zł, PLN)
- Population size
- Ease of doing business
- Cost of living index
$$ (82 of 139 nations)
- Payroll frequency
- VAT - standard rate
- GDP - real growth rate
Nestled in central Europe, Poland shares a border with seven other countries. The nation ranks highly on factors such as education, healthcare, safety, and standard of living, but wages in Poland are some of the lowest in Europe. Poland joined the European Union in 2004.
Grow your team in Poland with Remote
Looking to employ workers in Poland? Companies hiring in Poland must either own a legal entity in the country or work with a global employment solutions provider, usually one that provides employer of record services.
Remote can employ your team in Poland on your behalf through our local legal entity in the country and handle payroll, benefits, taxes, and compliance for your Poland team. You can also pay contractors now in Poland with Remote.
Risks of misclassification
Poland, like many other countries, treats self-employed individuals or contractors and full-time employees differently. Misclassification of contractors in Poland may lead to fines and penalties for the offending company.
Employing in Poland
Employees in Poland must receive a work medical examination prior to hire as well as a mandatory health and safety training session. Remote can handle both of these requirements for your team. Poland allows both fixed-term and indefinite employment contracts, as well as formal probationary periods, which are limited to three months. Employers should always use written employment agreements to ensure both company and employee know what to expect.
Contact Remote to learn more about how to employ workers in Poland.
The minimum monthly wage in Poland is PLN 3,600.
For customers of Remote, all employee payments will be made in equal monthly installments on or before the last working day of each calendar month, payable in arrears.
We can help you get a new employee started in Poland fast. The minimum onboarding time we need is only 11 working days.
Our team ensures your employees are onboarded and paid as quickly as possible while keeping your business compliant with all local employment legislation. The minimum onboarding time begins after the employee submits all required information onto the Remote platform. The onboarding timeline is also dependent upon registration with local authorities.
For all non-nationals of the country of employment, the Right to Work assessment (if applicable) will add three extra days to the total time to onboard. There may be extra time required if we need to follow-up on the right to work assessment.
Please note, payroll cut-off dates can impact the actual first day of employment. Remote has a payroll cut-off date of the 10th of the month unless otherwise specified.
13 Public holidays
Competitive benefits package in Poland
At Remote, we’re obsessed with helping you craft the best possible employee experience for your team. We are leading the way in practicing “fair equity,” which means making sure employees everywhere have access to both the required and supplemental benefits they need to thrive (and that will allow you to attract the best local talent).
Our benefits packages in Poland are tailored to fulfill the local needs of your employees. Typically, our packages contain some or all of the following benefits:
Mental Health Support
Pension or 401(K)
Life and Disability Insurance
Taxes in Poland
Learn how employment taxes and statutory fees affect your payroll and your employees’ paychecks in Poland.
Total Cost of Employment
Types of leave
Employees in Poland are entitled to 20 days of paid time off per year for the first 10 years they are in the workforce. After 10 years, the amount increases to 26 days. Poland counts education toward total employment time. In addition to this leave, all employees in Poland are entitled to 13 paid holidays.
In Poland, it is common practice for employers to offer a reason (in writing) to terminate a contract of employment. A notice period must be provided to ensure both parties have time to identify and hire a replacement.
Reasons for termination may include any violation of the employment agreement, the performance of the employee, or organizational changes due to macroeconomic reasons, including company shutdown.
In Poland, employees who are on a contract (fixed-term or indefinite) are entitled to a notice period, the duration of which depends on the number of years of service. The notice period is usually three months for employees who have worked with the company for more than three years. The notice period is one month for employees who have between six months and three years of service. For less than that, the notice period is usually a week.
Employers in Poland must offer notice even during a probationary period. This notice period must be between three days and two weeks depending on the terms of the contract.
Severance pay in Poland should always be included in the employment contract. Severance usually becomes applicable when the employer initiates the termination. In the case of employees who have worked with the company for more than eight years, severance compensation is the equivalent of three months’ salary. For employees who have worked with the company for anywhere between two and eight years, severance is two months’ of pay. For employees who have worked with the company for less than two years, severance pay is one month’s salary.
The maximum length of a probationary period of employment in Poland is three months. Polish companies have the right to begin employment relationships with formal “trial contracts,” which usually expire after three months. At the end of such a contract, an employer can either end the relationship or offer the employee a new fixed-term or indefinite contract.