Hire employees and contractors in Poland

Remote’s guide to employing in Poland.

  • Capital city

    Warsaw

  • Currency

    Polish złoty
    (, PLN)

  • Population size

    37,846,611

  • Languages spoken

    Polish

  • Availability

    Remote-Owned Local Entity

    We own our own entity in the countries where we operate to shield your company from risk and provide you and your employees with the signature Remote experience.

Facts & Stats

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.

  • Capital city

    Warsaw

  • Currency

    Polish złoty
    (, PLN)

  • Languages spoken

    Polish

  • Population size

    37,846,611

  • Ease of doing business

    Very easy

  • Cost of living index

    $$ (82 of 139 nations)

  • Payroll frequency

    Monthly

  • VAT - standard rate

    23%

  • GDP - real growth rate

    4.5%

Grow your team in Poland with Remote

To employ workers in Poland, a company must either own a legal entity in the country or work with an employer of record, such as Remote. Through Remote’s global employment and global payroll solutions, we can employ and pay team members in Poland on your behalf through our local legal entity. Remote handles payroll, taxes, benefits, and compliance, so you can focus on growing your business.

Risks
of misclassification

Poland, like many other countries, treats self-employed 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.

Public holidays

Date
Holiday Name
Saturday, January 1, 2022New Year's Day
Thursday, January 6, 2022Epiphany
Sunday, April 17, 2022Easter Sunday
Monday, April 18, 2022Easter Monday
Sunday, May 1, 2022Labour Day
Tuesday, May 3, 2022Constitution Day
Sunday, June 5, 2022Whit Sunday
Thursday, June 16, 2022Corpus Christi
Monday, August 15, 2022Assumption of Mary / Armed Forces Day
Tuesday, November 1, 2022All Saints Day
Friday, November 11, 2022Independence Day
Sunday, December 25, 2022Christmas Day
Monday, December 26, 20222nd Day of Christmas

Minimum Wage

The minimum monthly wage in Poland is PLN 3,010.

Payroll Cycle

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.

Onboarding Time

We can help you get a new employee started in Poland fast. The minimum onboarding time we need is only 14 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.

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:

  • Health Insurance
  • Dental Insurance
  • Vision Insurance
  • 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.

  • Employer

    • 9.76%- Pension Fund

    • 6.5%- Disability Insurance

    • 0.67-3.33% - Accident Insurance

    • 2.45%- Labor Fund

    • 0.1%- Bankruptcy Fund

    • 19.48-22.14% - Total Cost of Employment

  • Employee payroll taxes

    • 9.76%- Pension Fund

    • 9% - National Healthcare

    • 2.45% - Sickness Insurance

    • 1.5% - Disability Insurance

  • Employee Income Tax

    • 17% - Income up to 85,528 złoty

    • 32% - Income above 85,528 złoty

Types of leave

Statutory 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 university education toward total employment time. In addition to this leave, all employees in Poland are entitled to 13 paid holidays.

Pregnancy and maternity leave

Poland provides up to 52 weeks of maternity leave for new mothers, split into three parts. The first part of maternity leave in Poland lasts up to 20 weeks and begins six weeks before the mother’s due date. New mothers cannot return to work until at least 14 weeks have passed since childbirth. After the first 20 weeks, the employee may request an additional six weeks of leave, which the employer is required to provide. Beyond the first 26 weeks, the employee may request an additional 26 weeks as parental leave, which can be taken by either parent.

In the case of the death of a new child, mothers are entitled to at least eight weeks of leave, or at least seven days of leave if the child was over eight weeks old at the time of death.

Mothers may choose to receive either 80% or 100% of their average pay from the last year, with no limit, for the first 20 weeks. Mothers who take 80% continue to receive 80% pay on parental leave after maternity leave ends. Mothers who take 100% pay receive 100% of their average salary for the first six weeks of parental leave, then 60% for any remaining parental leave. Pay for this leave comes from social programs, not employers.

Mothers who give birth to multiple children at once (twins, triplets, etc.) receive additional leave depending on the number of children born from the same pregnancy.

Partner/paternity leave

In Poland, fathers can take two weeks of paid leave with 100% compensation. There is no limit on payments for paternity leave.

Polish law does not recognize LGBTQ+ relationships and does not allow same-sex couples to adopt.

Parental leave

In addition to basic maternity and paternity leave, parents may share up to 32 weeks of parental leave. Parents must make a written request to use this additional leave within three weeks of the child’s (or children’s) birth. Parental leave pay depends on the pay taken for maternity leave, as described in the previous section.

Sick leave

Employees under 50 years of age receive compensation for up to 33 days per calendar year. This amount is paid for by the employer. If sick leave has to extend beyond 33 days, the compensation for the additional days is paid by the Social Security Office (ZUS).

Employees 50 years of age or older receive compensation for up to 14 days per calendar year. Again, in case the employee has to extend this leave beyond the stipulated 14 days, compensation is paid by ZUS.

Sick leave is paid at 80% of the allowance basis or 100% of the allowance basis if the illness occurs during pregnancy or was caused by an accident at work or during the commute from/to work. In the case of sickness or injury picked up at work, the compensation is provided by ZUS.

Other leave

  • Childcare leave: Employees may take two days or 16 working hours to care for a child who is 14 years old or younger.
  • Wedding leave: Employees are entitled to two days of leave for their own wedding, or one day of leave to attend the wedding of a child.
  • Grandchild leave: Employees are entitled to two days of leave for the birth of a grandchild.
  • Bereavement leave: Employees are entitled to two days of leave after the death of a spouse, a child, or a parent. Employees are entitled to one day of leave for the death of a sister, brother, or in-law.

Employment termination

Termination process

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.

Notice period

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

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.

Probation periods

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.

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