Remote’s guide to employing in Poland.
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.
Ease of doing business
Cost of living index
$$ (82 of 139 nations)
VAT - standard rate
GDP - real growth rate
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.
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.
|Saturday, January 1, 2022||New Year's Day|
|Thursday, January 6, 2022||Epiphany|
|Sunday, April 17, 2022||Easter Sunday|
|Monday, April 18, 2022||Easter Monday|
|Sunday, May 1, 2022||Labour Day|
|Tuesday, May 3, 2022||Constitution Day|
|Sunday, June 5, 2022||Whit Sunday|
|Thursday, June 16, 2022||Corpus Christi|
|Monday, August 15, 2022||Assumption of Mary / Armed Forces Day|
|Tuesday, November 1, 2022||All Saints Day|
|Friday, November 11, 2022||Independence Day|
|Sunday, December 25, 2022||Christmas Day|
|Monday, December 26, 2022||2nd Day of Christmas|
In Poland, the minimum wage is 2,600 PLN ($677) per month.
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 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.
Beyond providing your employees with all statutory benefits in Poland, Remote can help you create a custom benefits package for your Polish team. A competitive benefits package may include perks such as:
Learn how employment taxes and statutory fees affect your payroll and your employees’ paychecks in Poland.
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
9.76%- Pension Fund
9% - National Healthcare
2.45% - Sickness Insurance
1.5% - Disability Insurance
17% - Income up to 85,528 złoty
32% - Income above 85,528 złoty
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 sounds university education toward total employment time. In addition to this leave, all employees in Poland are entitled to 13 paid holidays.
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.
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.
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.
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.
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.