Poland is one of the fastest-growing economies in the EU. Its economy has steadily expanded, with an average annual GDP growth rate of 3.4% over the last decade.
Poland is an attractive destination for foreign direct investment (FDI) due to large planned investments from EU recovery funds and private sectors focused on advanced manufacturing, IT, and energy transformation. Poland’s talent pool is highly skilled, well-educated (especially in STEM fields), and multilingual, which is a major draw for global companies.
Before expanding into Poland, you’ll need to understand contracts, taxes, wages, benefits, and other employment laws. Our guide will tell you everything you need to know about hiring in Poland.
What to know before hiring in Poland
If you’re expanding your business into Poland for the first time, there are important legal requirements to be aware of. These norms and laws influence hiring practices in Poland and many aspects of the employer-employee relationship, including compensation and benefits.
G-P Gia™, our AI-powered global HR agent, can answer your toughest compliance questions across 50 countries — including Poland — and all 50 U.S. states. Reduce your reliance on outside counsel and cut the time and cost of compliance by up to 95% with Gia.
Here are five things to know about hiring in Poland.
1. Languages in Poland
Polish is the official language. English is the most common non-Polish language. The country ranks in the top 15-20 globally for English proficiency.
Poland's large business process outsourcing (BPO) and shared services center (SSC) sectors are powered by a large pool of qualified, multilingual talent.
2. Employment contracts in Poland
Employers must provide a written employment contract, or a written confirmation of the main terms, before the employee starts work.
The contract must be in Polish or accompanied by a Polish translation. In multilingual contracts, the Polish version is the legally binding one.
The contract must include at least:
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Type of employment contract (trial, fixed-term, indefinite)
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Names and addresses of both employer and employee
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Contract duration (fixed-term or trial)
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Date of signing and work start date
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Job title and description
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Work location(s)
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Breakdown of salary and benefits
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Working time (full-time/part-time)
If not included in the contract, employers must provide in writing within seven days of the employee’s start date:
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Daily and weekly work schedule
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Pay periods and method of payment
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Holiday entitlement
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Notice period for termination
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Rules for overtime, rest periods, and breaks
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Any applicable collective agreements
These details have to be reviewed with the employee on or before their first day.
3. Working hours and wages in Poland
The workweek in Poland is 40 hours, spread over five days. Overtime is limited to 150 hours annually, unless a higher limit is set in a collective agreement, workplace regulations, or individual contract. Regardless of any agreement, the average weekly working hours (including overtime) can’t exceed 48 hours. Employees get at least 11 consecutive hours of rest per 24-hour period and at least 35 consecutive hours of rest per week.
As of 2025, the minimum wage in Poland is PLN 4,666 per month.
4. Paid time off in Poland
Poland has 14 national holidays. Employees get these days off with pay.
The calculation of service years includes all previous employment (regardless of breaks or employer) and credited education periods (e.g., up to eight years for higher education). Employees with less than 10 years of recognized service (including both employment and certain educational periods) get 20 days of paid annual leave. Employees with 10 or more years of recognized service get 26 days.
Employers have to pay at least 80% of the employee’s salary for sick leave. The amount of employer-funded sick days depends on the employee’s age:
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For employees under 50, the employer pays for up to 33 days of sick leave per calendar year.
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For employees aged 50 or older, the employer pays for up to 14 days.
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After these periods (33 or 14 days, depending on age), the social insurance institution (ZUS) takes over sick pay.
5. Income tax and social security in Poland
Employers need to register employees with ZUS within seven calendar days of employment commencement. Social security contributions include pension, disability, accident, and health insurance, with specific rates for each type. The health insurance contribution rate is 9% of salary. Employers must forward social security contributions to ZUS by the 15 or 20 of the following month, depending on their legal status.
Poland uses a progressive income tax system. In 2025, the rates are 12% on annual income up to PLN 120,000, and 32% on income above that threshold. Employers are responsible for calculating, withholding, and remitting personal income tax (PIT).
Employers must deduct and forward both employee and employer social security contributions to ZUS monthly. Social security covers pension, disability, accident, and sickness insurance, as well as health insurance.
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Pension insurance: split equally (9.76%)
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Disability insurance: 6.5% paid by the employer, 1.5% by the employee
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Accident insurance: paid by the employer, typically 1.67% for small employers, but rate varies by risk
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Sickness insurance: paid by the employee (2.45%)
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Health insurance: paid by the employee (9%)
In total, employer contributions (including all funds) are around 18–20%, and employee contributions are 13–14%.
Employers have to contribute 2.45% of employees’ gross pay to the labor fund (1.00% to the labor fund and 1.45% to the solidarity fund). Employers also contribute 0.1% to the employees’ guaranteed benefits fund.
Healthcare is funded by mandatory health insurance contributions. You don’t need to provide private health insurance, but supplementary health insurance is a popular benefit.
Top hiring hubs in Poland
Some cities in Poland are known for particular industries. Knowing what each city has to offer allows you to focus your hiring efforts in the right place and fill roles faster.
The top talent hubs in Poland are:
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Warsaw is the capital and largest city of Poland. Warsaw is the country’s top business, finance, and tech center. It hosts multinational corporations, financial institutions, and tech companies.
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Kraków is known for its IT, business services (BPO/SSC), and startup scene. Kraków is a major hiring destination for global companies, especially in technology, finance, and shared services.
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Wrocław is a center for IT, R&D, manufacturing, and business services, with a strong presence of global tech firms and engineering companies.
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Poznań is recognized for its manufacturing, logistics, and business services sectors, and is a popular location for global employers.
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Gdańsk has a skilled talent pool in IT, shipping, logistics, and finance. The city has a growing number of tech startups and global business centers.
Key industries in Poland
Understanding Poland’s main industries allows you to benchmark salaries and benefits. You can use this insight to make smart choices about where to invest and grow your workforce.
The main industries in Poland include:
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Business process outsourcing (BPO) and shared services (SSC): This is one of Poland's fastest-growing and most modern sectors. Global corporations base their shared service centers for finance, accounting, HR, and R&D in cities like Kraków, Warsaw, and Wrocław due to the highly skilled, multilingual, and educated workforce.
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IT and digital services: Poland is an important IT talent hub with a large pool of software developers, engineers, and IT specialists. Global companies are increasingly establishing R&D and digital technology centers here. The government is also heavily investing in digital technologies and AI.
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Automotive: This is one of Poland's largest industrial sectors. It focuses on the production of parts and components (supplying global manufacturers), as well as light commercial vehicles. Poland also has the largest EV battery factory in Europe.
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Electronics and domestic appliances: Poland is a leading European producer of household electronics and appliances. Major global companies have production and R&D centers there.
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Advanced manufacturing: This includes areas like aerospace and defense, particularly in clusters like Aviation Valley in the southeast.
Cost of hiring an employee in Poland
Whether you’re hiring one employee or an entire team in Poland, expenses are inevitable. Budget for the following:
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Entity setup (unless you partner with an employer of record)
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Job advertisements
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Labor costs for applicant review
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Payroll
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Taxes
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Salaries
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Benefits
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Bonuses
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Allowances
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Insurance
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Travel
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Translator (if applicable)
According to G-P Verified Sources fromGia, the employer burden rate in Poland, which includes costs triggered on top of salaries, is approximately 20-21%.
What does a company need to hire employees in Poland?
Make sure you cover these essentials before expanding your team in Poland:
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Register your company with the national court register (KRS).
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Get a REGON (statistical number).
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Register for a taxpayer identification number (NIP).
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Register with the ZUS.
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Open a local bank account.
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Register each new employee with ZUS.
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Register for health and safety (BHP) compliance.
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Notify the state labor inspectorate (if required).
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Set up payroll systems.
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Register for VAT.
Setting up a Poland subsidiary can take weeks or months. Use G-P EOR to hire full-time employees in Poland without setting up your own entity. Build your team in Poland at a lower cost and with peace of mind that you’re doing so compliantly.
Steps to hiring in Poland
The hiring process in Poland is similar to the one you’re likely familiar with in your own country. The hiring process follows five basic steps: advertising the job, evaluating applications, interviewing candidates, sending job offers, and onboarding new employees.
1. Advertise job vacancies in Poland
Create a detailed job description and define the role based on responsibilities and qualifications. Make sure the job description is compliant with Polish anti-discrimination and labor laws.
Pracuj, Praca, OLX Praca, LinkedIn, and GoldenLine are popular job sites in Poland.
2. Evaluate applications for your Polish candidates
Collect applications and review resumes. Screen candidates based on their qualifications, experience, and fit for the role. You need explicit consent to conduct background checks, contact previous employers, or review a professional’s social media.
3. Interview candidates in Poland
Interview candidates who made it onto your shortlist. You can do these interviews in-person or virtually. Use structured, nondiscriminatory interview questions. Gia can help you create questions that follow anti-discrimination laws in Poland, so you can find the best fit for the role while complying with local regulations.
4. Make job offers in Poland
Contact your chosen candidate to offer them a position with your company. Prepare a compliant employment contract in Polish. Include all legally required terms, such as job title, salary, working hours, start date, etc. Both parties have to sign the contract before the employee starts work.
5. Onboard new employees in Poland
Now you can onboard new employees. Register your new hire with ZUS within seven days of employment start. Arrange mandatory occupational health and safety (BHP) training and schedule a pre-employment medical examination. Collect and verify necessary documents such as ID, diplomas, and work permits.
If you’re working with an EOR like G-P™, you won’t have to worry about the administrative burden of onboarding. We’ll streamline the process, so you can focus on training your new hire and integrating them into your company culture.
Hiring contractors in Poland
Working with independent contractors in Poland can be a cost-effective way to test the market and build a presence, without the commitment of full-time employees. Contractors based in Poland understand local consumer behavior, rules, and business practices. They’ll be ready to start working quickly with their own equipment and established work processes.
Hiring contractors allows you to easily adjust your workforce based on your business needs, without the complexities and costs of employment.
Before you enter an agreement with an independent contractor in Poland, consider the following:
1. Employees vs. independent contractors in Poland
It’s important to understand the difference between employees and independent contractors. In Poland, employers hire employees to do work and, in return, pay them a regular salary and benefits. Independent contractors provide services. Unlike employees, contractors set their schedules, use their own equipment, and work on specific projects rather than having an ongoing role.
2. Penalties for misclassification in Poland
Classifying someone as a contractor when they’re not can lead to severe penalties. If misclassification occurs, you’ll have to:
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Pay all outstanding ZUS contributions for the period of misclassification.
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Pay any unpaid income tax with interest.
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Face fines for violating labor law, which can range from PLN 1,000–30,000 per offense.
3. How to pay contractors in Poland
G-P Contractor™ takes away the messy, time-consuming process of hiring and paying international contractors. You can create and issue contracts and pay contractors with just a few clicks, all while ensuring a compliant process.
Hire employees and contractors in Poland with G-P
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Make your expansion to Poland easier with G-P. Contact us or book a demo today.
