27.08.2025 EOR

Staff leasing—sometimes called body leasing or employee leasing—has become a popular workforce solution in Poland. In this model, a leasing agency hires employees and then “leases” them to client companies for specific projects or periods. The client company directs the daily work, but the agency remains the formal employer, handling payroll, taxes, and compliance.

This approach offers businesses flexibility in managing staff levels without committing to long-term employment contracts. It is widely used by both Polish firms and foreign companies expanding into the market.

How Staff Leasing Differs from Other Employment Models

It is important to distinguish staff leasing from similar workforce solutions:

• Temporary work (through a temp agency): governed by strict labor law rules, often short-term.
• Outsourcing: focuses on outsourcing entire business processes, not just manpower.
• Employer of Record (EoR): like leasing, the EoR is the formal employer, but EoR typically offers broader compliance and HR support for international companies.

Legal Framework Governing Staff Leasing in Poland

Staff leasing in Poland operates under the provisions of the Polish Labor Code and, in many cases, the Act on Employment Promotion and Labor Market Institutions. Leasing agencies must be officially registered and hold the proper licenses to operate as employment intermediaries.

Key legal principles include:

• The leasing agency is the formal employer, responsible for payroll, contracts, and social security contributions.
• The client company directs day-to-day work but is not legally the employer.
• Employees leased to a company must receive at least the same working conditions and pay as comparable in-house employees.
• Contracts between the agency and the client company must specify the scope, duration, and responsibilities.

This ensures that staff leasing remains a legally compliant way to secure talent, while protecting employees from exploitation.

Advantages of Staff Leasing for Employers

Many businesses in Poland use staff leasing to improve workforce flexibility and reduce administrative burdens. The most common advantages include:

• Faster hiring – agencies already have pools of candidates ready for deployment.
• Lower administrative workload – payroll, contracts, and ZUS filings are handled by the agency.
• Flexibility – staff can be leased for projects, seasonal peaks, or trial periods.
• Cost predictability – leasing fees are often easier to forecast than full employment costs.
• Reduced compliance risk – the agency ensures legal adherence to labor rules.

Risks and Limitations of Staff Leasing

Although staff leasing brings flexibility, it also comes with potential drawbacks that employers should carefully evaluate:

• Higher long-term costs – while short-term savings are possible, leasing fees can exceed direct employment costs if used for extended periods.
• Lower employee loyalty – leased workers may feel less integrated into the client’s company culture.
• Legal risks – if the agency is not properly licensed or fails to comply with labor law, the client company may also face liability.
• Limited control – the leasing agency remains the formal employer, which may limit the client’s authority over contracts and benefits.
• Employee turnover – leased staff may leave more easily for permanent opportunities.

These risks highlight why staff leasing is often best suited for temporary needs or project-based roles, rather than core long-term positions.

Cost Structure of Leasing Agreements

The pricing model for staff leasing typically combines:

• Gross salary of the employee – agreed upon between the agency and the worker.
• Employer contributions (ZUS, taxes, benefits) – paid by the agency.
• Agency fee – a margin added for administrative handling, recruitment, and compliance.

For clients, the total fee is usually presented as an hourly or monthly rate, which simplifies budgeting but can be higher than directly employing staff.

Industries in Poland Using Staff Leasing the Most

Staff leasing has become particularly popular in industries where flexibility and quick access to talent are critical. In Poland, the following sectors rely heavily on leasing solutions:

• IT and Technology – companies often lease developers, testers, and project managers for short-term projects or to fill skill gaps.
• Manufacturing and Logistics – seasonal peaks, such as holiday production or warehouse surges, make leasing practical.
• Retail and Hospitality – high employee turnover and demand spikes encourage flexible staffing.
• Finance and Shared Service Centers – leasing is used to cover temporary projects like audits, migrations, or backlog clearing.
• Healthcare – leasing agencies sometimes supply nurses and medical staff for clinics facing shortages.

The growing popularity of staff leasing reflects Poland’s dynamic labor market, where employers often need to balance cost control with agility.

Role of Agencies and Licensing Requirements

Staff leasing agencies in Poland must meet strict licensing requirements to operate legally. They are required to:

• Register as an employment agency with local authorities.
• Maintain transparent contracts with both clients and employees.
• Guarantee equal treatment of leased employees in terms of wages and working conditions.
• Handle all payroll, ZUS, and tax obligations on time.

For employers, it is crucial to verify that the leasing agency is properly licensed. Partnering with unregistered providers can expose the client company to joint liability for unpaid wages or contributions.

Staff Leasing vs Employer of Record (EoR)

Although staff leasing and Employer of Record (EoR) services share similarities—both involve a third party acting as the formal employer—they differ in scope and strategic use cases:

• Staff leasing is primarily focused on flexible workforce supply. The agency recruits and employs staff, then assigns them to the client company for projects or temporary needs.
• EoR (e.g., Bizky) is broader. It enables foreign companies to hire employees in Poland without establishing a local legal entity. The EoR handles contracts, payroll, taxes, and compliance, while the foreign company directs day-to-day work.
• Leasing is common in local project-based industries (manufacturing, IT outsourcing), whereas EoR is most valuable for international firms testing the Polish market or scaling operations quickly.

Future Outlook of Staff Leasing in Poland

The staff leasing market in Poland is expected to continue growing, driven by demand for flexibility, economic uncertainty, and the digital transformation of industries. Employers increasingly value the ability to scale teams quickly without the burden of long-term contracts.

Trends shaping the future include:

• Stronger regulatory oversight to ensure fair treatment of leased workers.
• Wider use of leasing in IT, logistics, and healthcare due to skill shortages.
• Integration of leasing with HR outsourcing and payroll services for full workforce solutions.
• Increasing competition between leasing agencies and EoR providers as foreign companies seek compliant ways to hire in Poland.

Benefits of Staff Leasing for SMEs

For small and medium-sized enterprises (SMEs), staff leasing is often the fastest way to access qualified workers without having to build a full HR department. Key benefits include:

• Lower entry barriers – no need to master the complexities of Polish labor law immediately.
• Quick scaling – ideal for startups and SMEs handling seasonal peaks or sudden growth.
• Reduced risk – the leasing agency handles ZUS contributions, payroll, and contracts.
• Focus on core business – managers can concentrate on operations instead of administration.

For SMEs competing with large corporations for talent, staff leasing provides agility and access to a broader candidate pool.

Cost Comparison: Staff Leasing vs Direct Employment

While staff leasing simplifies compliance, it is usually more expensive per employee than direct hiring. This is because the leasing fee includes the worker’s salary plus:

• Employer’s social security contributions.
• Administrative and payroll handling.
• The agency’s margin.

Direct employment, on the other hand, eliminates the agency fee but places the full compliance burden on the employer.

Challenges for Employers Using Staff Leasing

Despite its advantages, staff leasing also presents practical challenges:

• Employee integration – leased staff may feel disconnected from the client’s team.
• Limited loyalty – workers may prefer permanent jobs elsewhere.
• Dependence on agencies – companies relying too heavily on leasing risk losing direct HR expertise.
• Unclear career paths – leased employees often lack promotion opportunities, which can lead to higher turnover.

To overcome these issues, employers should:

• Include leased workers in team activities.
• Provide training opportunities.
• Communicate openly about project timelines and expectations.

International Companies and Staff Leasing in Poland

For foreign companies entering the Polish market, staff leasing is sometimes the first step before setting up a subsidiary. Leasing agencies can quickly supply local workers while the company evaluates demand, tests operations, or establishes brand presence.

However, international firms should be cautious:

• Leasing does not always provide full HR support, especially for compliance with cross-border tax or immigration rules.
• For long-term expansion, Employer of Record (EoR) services may be more sustainable.
• Many foreign firms begin with leasing but eventually transition to EoR or direct employment once they scale beyond a few employees.

Technological Trends in Staff Leasing

The staff leasing industry in Poland is undergoing a digital transformation. Agencies increasingly rely on technology to improve efficiency and match candidates with employers more effectively.

Key trends include:

• Digital staffing platforms – online portals where employers can browse available leased workers and request them on demand.
• AI-powered candidate matching – algorithms analyze skills, experience, and project needs to connect companies with the right talent faster.
• Automated payroll systems – ensuring timely and accurate ZUS filings, reducing administrative errors.
• Data analytics – agencies use workforce data to predict demand in specific sectors and prepare talent pools.

These innovations make leasing more transparent, predictable, and scalable, particularly for industries like IT, logistics, and retail.

Practical Tips for Employers Considering Staff Leasing

Before choosing staff leasing in Poland, employers should keep several practical tips in mind:

• Verify agency licenses – ensure the provider is officially registered as an employment agency.
• Compare costs vs direct employment – leasing works best for temporary or project roles.
• Clarify responsibilities in contracts – especially regarding working conditions and supervision.
• Engage leased employees – treat them as part of the team to improve motivation and retention.
• Plan for transitions – leasing can be a bridge to direct hiring or Employer of Record solutions.