Hire International Employees
Hiring Employees in Poland in 2025: What You Need to Know
August 8, 2025 | Jessica Wisniewski

- How to Hire Employees in Poland
- Understanding Worker Classification in Poland
- Hiring Costs and Payroll in Poland
- Compliance Risks When Hiring Employees in Poland
- Onboarding New Employees in Poland
- Managing Remote Employees in Poland
- Complying with Poland Labor Laws
- Terminating Employees in Poland
- Why U.S. Companies Can Consider Hiring in Poland
- How to Successfully Hire in Poland and Build a Global Team
Table of Contents
How to Hire Employees in PolandUnderstanding Worker Classification in PolandHiring Costs and Payroll in PolandCompliance Risks When Hiring Employees in PolandOnboarding New Employees in PolandManaging Remote Employees in PolandComplying with Poland Labor LawsTerminating Employees in PolandWhy U.S. Companies Can Consider Hiring in PolandHow to Successfully Hire in Poland and Build a Global TeamPoland has rapidly emerged as a powerhouse in the European and global talent market, thanks to its well-educated workforce, strong technical acumen, and a dynamic startup ecosystem.
With a central location in Europe, competitive labor costs, and a high proficiency in English, Poland is a preferred destination for companies seeking to scale their international teams. Its robust labor laws, EU membership, and growing remote work infrastructure make it attractive for both employers and employees.
For U.S. companies, hiring in Poland offers significant benefits: access to a vast pool of skilled professionals, especially in technology and business services; cost efficiency compared to Western European and U.S. markets; and favorable time zone overlap for distributed teams.
Whether expanding operations or building remote teams, U.S. organizations will find Poland’s talent landscape and business-friendly environment a compelling option for international hiring.
Did you know?
Tarmack helps you easily hire international talent as your full time employees without opening international subsidiaries. Find out more about our Employer of Record services
Learn MoreHow to Hire Employees in Poland
Assess Your Hiring Needs
- Full-time vs. project-based support: Determine whether your needs require permanent, ongoing roles or temporary, project-specific engagements. Full-time hires provide continuity and deeper integration, while project-based contracts offer flexibility.
- Local compliance requirements: Polish labor laws mandate written employment contracts, social security contributions, and statutory benefits. Consider your ability to meet these obligations directly or via a partner.
- Onboarding speed vs. long-term control: Setting up your own entity provides ultimate control but takes time; using an Employer of Record (EOR) enables faster hiring but with some operational trade-offs.
Hiring Options in Poland
- Set Up a Legal Entity: Establishing a Polish subsidiary or branch allows complete control over employment, payroll, and compliance. This route suits companies planning a long-term, large-scale presence. However, the setup process can be lengthy and involves ongoing administrative requirements, local tax filings, and compliance oversight.
- Partner with an Employer of Record (EOR): An EOR acts as the legal employer on your behalf in Poland. They handle contracts, payroll, taxes, and compliance, allowing you to onboard staff quickly without establishing a local entity. This is ideal for testing the market, hiring a few employees, or scaling rapidly.
EOR vs. Legal Entity Comparison
Aspect | Employer of Record (EOR) | Legal Entity |
---|---|---|
Setup Time | 1-4 weeks (fast onboarding) | 2-6 months (including registration, banking, compliance) |
Cost | Monthly EOR fees + payroll costsLower upfront investment | Initial setup costs, ongoing admin & compliance feesHigher upfront cost |
Compliance Management | EOR assumes all local compliance, tax, and payroll obligations | Company is responsible for all legal and regulatory compliance |
Control Over Employment Terms | Standardized contracts; flexibility limited to EOR’s framework | Full control over contracts, policies, and processes |
Scalability | Ideal for small/medium teams or market entry | Best for large teams or permanent presence |
Payroll & Benefits | EOR manages payroll, contributions, and statutory benefits | Company handles payroll setup and benefit administration |
Understanding Worker Classification in Poland
Employees vs. Contractors
Proper worker classification is critical in Poland. Employees and contractors (self-employed or B2B workers) are treated differently under Polish law regarding benefits, protections, and tax obligations.
Aspect | Employee | Contractor |
---|---|---|
Legal Relationship | Employment contract (umowa o pracę) | Service contract (umowa zlecenie/umowa o dzieło or B2B) |
Taxation | Income tax withheld by employer; social contributions mandatory | Contractor manages own taxes; social contributions optional (depends on contract type) |
Benefits | Entitled to paid leave, sick pay, health insurance, pension, etc. | Not entitled to statutory benefits; negotiable in contract |
Supervision & Work Hours | Subject to employer’s direction, set hours, workplace rules | Autonomy over how & when work is performed |
Termination | Notice periods and protections required | As per contract terms; less protection |
Legal and Tax Implications
- Misclassifying workers can result in fines, back payments for taxes and benefits, and legal disputes.
- Employees must be registered for social security and receive statutory benefits; contractors have more flexibility but fewer protections.
- Always assess the true nature of the relationship, not just the contract label, to avoid misclassification risks.
Hire and Pay Contractors
- You can engage Polish freelancers or B2B contractors using service agreements.
- Ensure clarity on project scope, deliverables, payment terms, and intellectual property (IP) rights.
- Contractors typically invoice monthly; payments are made via wire transfer or digital platforms.
Hiring Costs and Payroll in Poland
Hiring Costs Overview
- Gross salaries: Competitive, lower than Western Europe and the U.S. Average gross monthly salaries for skilled professionals may range from $1,500–$3,500 USD, depending on the sector and experience level.
- Employer social contributions: Around 20–22% of gross salary (covers pension, disability, accident, labor fund, etc.).
- EOR fees: Typically 10–20% of gross payroll, depending on the provider and service level.
- Recruitment costs: If using agencies, fees may be 10–20% of annual salary.
Payroll Setup Steps
- Register as an employer with the Polish Social Insurance Institution (ZUS) and tax authorities.
- Collect and verify employee documentation (ID, tax ID, bank details).
- Prepare a compliant employment contract in Polish, outlining salary, hours, benefits, and job role.
- Set up payroll software or partner with a payroll/EOR provider for monthly processing.
- Withhold and remit income tax and social contributions on behalf of employees.
Income Tax Rates
- Polish residents are taxed on worldwide income; non-residents on Polish-sourced income only.
- 2024 progressive rates:
- 12% on annual income up to PLN 120,000 (~$30,000 USD)
- 32% on income above PLN 120,000
- Additional health insurance contributions apply (9%).
- Tax-free allowance: PLN 30,000 (~$7,500 USD) per year.
Payment Methods (direct deposit, transfers, EOR payroll)
- Standard: Bank transfer to employee’s Polish account (required by law for most payments).
- International hires: May use multi-currency payroll, global EOR platforms, or SWIFT transfers.
- EOR providers manage all payments, ensuring compliance with local banking and tax regulations.
Using Global Payroll Services
- Streamline payroll, tax filings, and benefits administration.
- Reduce administrative burden and compliance risk.
- Popular providers (Deel, Papaya Global, Multiplier) offer integrated solutions for hiring and paying Polish employees and contractors.
Compliance Risks When Hiring Employees in Poland
Incorrect Payroll Contributions
- Underpayment or late payment of social security (ZUS) or tax contributions can result in fines, penalties, and interest charges.
- Employers are responsible for accurate monthly remittance of all payroll taxes and statutory deductions.
Permanent Establishment Risk
- Employing staff in Poland without a local entity may create a permanent establishment (PE) for tax purposes if activities constitute ongoing business operations.
- Using an EOR can mitigate PE risk, as the EOR is the legal employer.
Statutory Benefits
- Mandatory: Paid annual leave (20/26 days), sick leave, parental leave, retirement and health insurance, and accident coverage.
- Failure to provide required benefits can lead to disputes and regulatory scrutiny.
Misclassification Risks
- Incorrectly classifying employees as contractors may result in back payments for taxes and benefits, plus fines.
- Polish authorities scrutinize employment relationships for signs of “disguised employment.”
Provincial/Regional Law Variances (if applicable)
- Poland’s labor laws are largely national, but local labor offices may have specific practices or requirements; always verify with legal counsel for regional nuances.
Onboarding New Employees in Poland
Before Their First Day
- Issue and sign a compliant Polish employment contract (in writing, in Polish language).
- Register the employee with Social Insurance Institution (ZUS) within 7 days of starting.
- Collect necessary documents: ID, bank details, tax number, proof of education (if required).
On Day 1
- Introduce the employee to the team and assign a mentor/buddy.
- Provide access to necessary IT equipment, systems, and workspaces.
- Review company policies, code of conduct, and health & safety procedures.
During Their First 90 Days
- Probationary period (up to 3 months) is common in Poland; monitor performance and provide feedback.
- Conduct regular check-ins and address any onboarding issues early.
- Complete required training (health and safety, GDPR/data protection, etc.).
Offer Letter Essentials
- Job title, description, and reporting line
- Start date and probation period (if applicable)
- Salary and benefit details
- Working hours and location
- Termination notice period
NDAs and Confidentiality
- Include confidentiality clauses in employment contracts or as separate NDAs to protect sensitive business information.
- Ensure compliance with Polish and EU data protection regulations (GDPR).
Running Background Checks
- Permitted for certain roles (e.g., finance, security); must comply with Polish privacy laws and require candidate consent.
- Common checks: education, employment history, criminal record (where justified).
Managing Remote Employees in Poland
Computer and App Access
- Ship laptops and IT equipment to remote hires prior to start date.
- Set up secure access to company systems, VPNs, and collaboration tools (Slack, MS Teams, etc.).
- Provide IT support and clear remote work policies.
Intellectual Property Protections
Clear IP agreements are crucial for protecting company assets and inventions when hiring in Poland.
- Ensure employment contracts specify that all work products, inventions, and software created during employment belong to the employer.
- For contractors, include explicit IP assignment clauses in service agreements.
Types of IP rights:
- Copyright (software, documentation)
- Patents (inventions, processes)
- Trademarks (branding, logos)
- Trade secrets (confidential business information)
Complying with Poland Labor Laws
Working Conditions by Employment Type
- Standard workweek: 40 hours, typically over five days.
- Overtime: Capped and regulated; paid at premium rates or compensated with time off.
- Minimum wage: Set annually by the Polish government (PLN 4,242/month gross for 2024).
- Mandatory rest breaks: At least 15 minutes for shifts over 6 hours.
No At-Will Employment (if applicable)
- Poland does not recognize at-will employment. Terminations must follow legal procedures and require justified reasons or mutual agreement.
Trade Unions and Collective Bargaining
- Employees have the right to join trade unions and engage in collective bargaining.
- Unionized workplaces may have additional protections, grievance procedures, and collective agreements that supplement statutory labor laws.
Terminating Employees in Poland
Acceptable Termination Reasons
- Redundancy/restructuring
- Performance issues (must be documented and preceded by warnings)
- Misconduct
- Mutual agreement
Notice Periods and Legal Protections
- Notice periods depend on length of service:
- 2 weeks (less than 6 months)
- 1 month (6 months to 3 years)
- 3 months (over 3 years)
- Terminations must be documented in writing, with clear reasons provided.
- Employees have rights to appeal unfair dismissal to the labor court.
Why U.S. Companies Can Consider Hiring in Poland
Access to Skilled Talent
- In-demand roles: Software developers, data scientists, cybersecurity experts, finance professionals, customer support, and multilingual sales roles.
- Education levels: Poland boasts a high rate of university graduates, especially in STEM fields.
- Language proficiency: Many professionals speak English fluently, with additional language skills common.
Cost Efficiency
- Salaries and overhead are much lower than in the U.S. or Western Europe.
- An EOR or remote-first model can drastically reduce costs associated with office space, HR, and compliance.
Time Zone Overlap
- Poland’s Central European Time (CET) offers partial overlap with U.S. East Coast hours; ideal for distributed teams and 24/7 operations.
- Well-suited for customer support, round-the-clock development, and global project management.
Growing Remote-Friendly Infrastructure
- High internet penetration and reliable digital infrastructure support remote work.
- Cities like Warsaw, Kraków, and Wrocław offer vibrant coworking scenes and startup hubs.
- A strong culture of remote and hybrid work has developed post-pandemic, supported by government and private sector initiatives.
Now you can easily hire & employ international remote talent in full time jobs without opening international subsidiaries. Find out more about Tarmack's Employer of Record services.
Get StartedHow to Successfully Hire in Poland and Build a Global Team
Poland stands out as a premier destination for U.S. companies looking to hire internationally. Its combination of skilled talent, cost-effectiveness, and business-friendly environment makes it a strategic choice for scaling teams and building global operations.
Understanding the nuances of Polish labor law, compliance requirements, and best practices for onboarding and managing remote staff is essential for a smooth and successful hiring experience.
Whether you choose to establish a local entity or leverage an Employer of Record, Poland offers the flexibility and infrastructure needed for modern, distributed teams.
By prioritizing compliance, clear worker classification, and thoughtful onboarding, your company can build a thriving workforce in one of Europe’s most dynamic talent markets.