Employ in Poland with ease.
Remote makes employment in Poland easy. With our localized contracts, easy invoice management, and best-in-class compliance, you can grow your global team with confidence.
Capital city
Warsaw
Currency
Polish złoty
(zł, PLN)Languages spoken
Polish
Services available:
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
(zł, 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
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.
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.
Minimum Wage
The minimum monthly wage in Poland is PLN 3,490.
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 12 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
Calculate the cost to hire an employee
in Poland
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
Up to 120.000 PLN of taxable base: 12% - 3,600 PLN
*Taxable base = (gross salary - social security contributions (pension, retirement and sickness))
Above 120.000 PLN of taxable base: 32% + 10,800 PLN
*Taxable base = (gross salary - social security contributions (pension, retirement and sickness))
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 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.
