27.08.2025 EOR

Remote work in Poland has shifted from being an exception to becoming a standard practice, especially after the COVID-19 pandemic. Recognizing this change, the Polish government amended the Labor Code in 2023 to introduce detailed regulations governing remote and hybrid work. These rules apply in 2025 and are critical for employers who want to stay compliant while offering flexibility to their teams.

Legal Definition of Remote Work

Under the Polish Labor Code, remote work is defined as performing duties outside the employer’s premises, usually at home, using digital tools to communicate and deliver tasks. This may apply to:

• Full-time remote arrangements.
• Hybrid work (partially remote, partially in-office).
• Occasional remote work, capped at 24 days per year.

Employers must formalize remote work in a written agreement or as part of the employment contract, ensuring compliance with all labor rights.

Employer Obligations in Remote Work

Employers in Poland must ensure that remote employees enjoy the same rights as on-site staff. Key obligations include:

• Providing equipment necessary for work (e.g., laptop, software, VPN access).
• Covering costs such as internet, electricity, or office supplies related to remote work.
• Ensuring data protection through secure IT systems and proper handling of personal information.
• Guaranteeing equal treatment so that remote employees are not disadvantaged in promotions, training, or pay.
• Maintaining health and safety standards, even if work is performed at home.

Employers must also document these arrangements clearly in contracts or internal regulations to avoid disputes.

Cost Reimbursements and Benefits

A central element of the 2023 Labor Code reform is the requirement for employers to reimburse employees for expenses directly linked to remote work. This includes:

• Internet and phone costs.
• Electricity used during working hours.
• Office furniture or ergonomic equipment, if necessary.
• Software licenses and IT support.

The reimbursement can be in the form of a lump-sum allowance or reimbursement of actual expenses, provided the method is transparent and agreed with employees.

Health and Safety in Remote Work

Even though employees may work from home, employers in Poland are still responsible for occupational health and safety (BHP). This means:

• Ensuring that the remote workstation is ergonomically safe.
• Providing employees with guidelines on how to set up a proper home office.
• Requiring initial and periodic health & safety training, just as for on-site employees.
• Conducting risk assessments related to remote work tasks.

Employers cannot perform intrusive inspections of private homes but may require employees to confirm, in writing or via photos, that their remote workplace meets minimum safety standards.

Working Time and Availability

Remote employees in Poland are subject to the same working time rules as office workers. This includes:

• A standard 40-hour workweek and 8-hour workday.
• At least 11 hours of daily rest and 35 hours of weekly rest.
• Overtime compensation, if employees work beyond agreed limits.
• The “right to disconnect” – employees cannot be required to remain constantly available outside of working hours.

Employers should implement clear communication protocols to respect these limits, such as defining core availability hours and escalation procedures for urgent cases.

Data Protection and Confidentiality in Remote Work

Remote work significantly increases the importance of data security. Employers must comply with GDPR and the Polish Labor Code to ensure personal and company data is protected. This involves:

• Providing encrypted laptops and secure VPN connections.
• Training employees on proper handling of sensitive information.
• Restricting the use of personal devices for professional purposes.
• Monitoring access to internal systems without violating employee privacy.

Failure to implement robust data protection measures can lead to data breaches, fines, and reputational damage. Employers are encouraged to update their internal IT policies to address remote work risks.

Monitoring and Control of Remote Work

Employers are allowed to monitor remote employees, but only in ways that respect their privacy rights. Acceptable methods include:

• Checking work output through task management tools.
• Scheduling regular video or phone check-ins.
• Reviewing project milestones rather than constant surveillance.

Prohibited practices include invasive webcam monitoring or tracking outside working hours. Transparency is crucial—employers must inform employees in writing about any monitoring methods used.

Occasional Remote Work (24 Days Rule)

The Polish Labor Code also provides for occasional remote work, which is capped at 24 days per calendar year. This option is designed for situations where employees occasionally need to work from home, such as waiting for a delivery, minor health issues, or temporary family obligations.

Key features of occasional remote work:

• It is initiated by the employee, usually through a written request.
• The employer may grant or refuse the request depending on operational needs.
• Unlike permanent remote arrangements, occasional work does not require full cost reimbursement—basic support such as IT access is sufficient.
• The 24-day limit is per employee, not per contract.

This flexibility helps employees balance personal and professional obligations while giving employers the ability to manage workloads efficiently.

Advantages and Limitations of Occasional Remote Work

For employees, occasional remote work provides greater flexibility without committing to a permanent arrangement. For employers, it offers a legally compliant solution to ad hoc situations. However, it is not a substitute for long-term hybrid or remote agreements.

Employee Rights in Remote Work

Employees working remotely in Poland enjoy the same rights and protections as those working on-site. This includes:

• Equal pay for equal work, regardless of where the employee performs their duties.
• Access to training and professional development opportunities.
• The right to disconnect outside of normal working hours.
• Protection against discrimination—remote workers cannot be treated less favorably in promotions or benefits.
• Full entitlement to annual leave, parental leave, and sick leave.

These rights ensure that remote work does not disadvantage employees in any aspect of their employment relationship.

Employer Challenges in Managing Remote Work

Despite clear legal frameworks, employers often face challenges when managing remote teams. The most common issues include:

• Ensuring productivity without micromanagement.
• Maintaining team cohesion and avoiding isolation of remote staff.
• Monitoring working hours while respecting employee privacy.
• Adapting HR policies to cover remote arrangements.
• Staying compliant with health, safety, and cost reimbursement obligations.

Many companies address these challenges by introducing clear internal policies, investing in digital collaboration tools, and partnering with HR experts or Employer of Record (EoR) services to ensure compliance.

Remote Work and International Employees

With the rise of cross-border hiring, many companies in Poland employ staff who live and work in other countries. Polish law allows this, but employers must carefully consider:

• Tax residence – salaries may be taxable in the employee’s country of residence, not just in Poland.
• Social security contributions – rules depend on EU regulations or bilateral agreements.
• Employment contracts – should specify applicable law and jurisdiction to avoid disputes.
• Immigration compliance – if the employee occasionally visits Poland for work.

Employers who hire abroad often use Employer of Record (EoR) services, such as Bizky, to simplify compliance across borders. The EoR becomes the legal employer, managing payroll and taxes locally, while the company directs the employee’s day-to-day work.

Future of Remote Work in Poland

Remote work is expected to remain a permanent feature of the Polish labor market. Younger generations increasingly value flexibility, and many skilled workers now view remote work as a standard benefit rather than a perk. At the same time, employers are recognizing the cost savings of smaller office spaces and the ability to recruit talent nationwide.

Trends shaping the future include:

• Wider adoption of hybrid models across industries.
• Increased focus on employee well-being and mental health in remote settings.
• More digitalization of HR processes, including virtual onboarding.
• Potential further amendments to the Labor Code as remote work evolves.

Remote Work Policies for Employers

To manage remote teams effectively, companies should implement clear internal policies that supplement the Labor Code. Such policies typically cover:

• Eligibility rules – which roles can be performed remotely.
• Application process – how employees request remote or hybrid work.
• Working time – core hours and expectations for availability.
• Data protection and confidentiality obligations.
• Reimbursement procedures for costs such as internet or electricity.

Written policies reduce disputes and provide transparency for both employers and employees.

Best Practices for Managing Remote Teams

Employers that thrive in remote environments usually adopt a set of best practices, such as:

• Regular communication – weekly check-ins, daily stand-ups, or team calls.
• Clear performance metrics – focusing on output rather than hours.
• Employee engagement activities – virtual team-building, online events.
• Feedback culture – encouraging open discussions about challenges.
• Training for managers – on leading distributed teams.

Tools and Technology for Remote Work

Remote work in Poland is supported by widespread access to digital infrastructure. Employers typically rely on tools such as:

• Collaboration platforms – Microsoft Teams, Slack, or Google Workspace.
• Project management tools – Asana, Trello, Jira.
• Time-tracking software – Toggl, Harvest, or integrated HRIS systems.
• Cybersecurity solutions – VPNs, multi-factor authentication, encrypted devices.

Investing in the right technology not only ensures compliance with security obligations but also increases productivity and employee satisfaction.

Cultural Shifts in the Workplace

The rise of remote work has also created cultural changes in Poland’s workplaces. Employees increasingly value:

• Work-life balance over traditional office perks.
• Flexibility in location, with some moving from large cities to smaller towns.
• Trust-based management rather than rigid supervision.

Employers who embrace these changes can position themselves as attractive workplaces for the next generation of talent.

Challenges for Small and Medium-Sized Enterprises (SMEs)

While large corporations often have the resources to manage remote work compliance, SMEs face unique challenges. These include:

• Limited budgets for IT infrastructure and secure systems.
• Difficulty in providing cost reimbursements at scale.
• Lack of dedicated HR or legal departments to track regulatory updates.
• Harder time maintaining company culture without frequent in-person contact.

However, SMEs also benefit from agility. Smaller organizations can adapt policies quickly and personalize arrangements for employees, often making them more attractive to skilled candidates who value flexibility.

Remote Work and the Polish Labor Market

The widespread adoption of remote work has had a transformative impact on the labor market in Poland:

• Employers can now recruit talent from across the country, not just major cities.
• Competition for skilled workers has increased, as remote roles attract more applicants.
• Employees in smaller towns gain access to jobs that were previously unavailable locally.
• Foreign companies are more willing to hire Polish specialists remotely, strengthening Poland’s role as a hub for IT, finance, and professional services.