Employer of Record Poland (EOR)

Employer of Record (EOR) Poland offers a strategic gateway for businesses looking to expand into Europe without the complexities of setting up a legal entity. With a dynamic and highly skilled labor market, Poland presents exciting opportunities in sectors like IT, manufacturing, and professional services.

By partnering with an Employer of Record, companies can hire and onboard employees swiftly, remain fully compliant with Polish labor laws, and avoid administrative burdens. This is especially valuable for organizations exploring the Polish market or building remote and hybrid teams.

An EOR in Poland ensures compliance with all legal requirements, including minimum wage laws, social security contributions, and employee benefits. It also helps protect employee rights—such as paid leave and access to healthcare—reducing risks of non-compliance and strengthening the employee-employer relationship.

Employer of Record (EOR) in Poland is a service that allows international companies to hire employees in the country without the need to establish a local subsidiary or branch. The EOR acts as the legal employer, handling administrative tasks such as payroll, tax filings, and compliance, while the client company manages day-to-day operations.

Poland has specific labor regulations governing working hours, minimum wage, paid leave, health insurance, pensions, and overtime. An EOR in Poland ensures full compliance with these rules, reducing the risk of non-compliance and legal penalties. This is especially important due to the complexity of Polish labor laws.

Using an EOR is particularly beneficial for companies looking to test the market, launch short-term projects, or hire remote employees without setting up a legal entity. It offers flexibility, cost-efficiency, and speed. Additionally, EOR services in Poland can support recruitment, onboarding, contract management, and employee termination—ensuring a compliant and streamlined hiring process.

Poland’s labor laws recognize several types of employment contracts, each with distinct regulations and protections. The two primary categories are permanent employment contracts (umowa o pracę) and fixed-term contracts (umowa na czas określony). A permanent contract offers the most stability, with long-term job security, notice periods, and comprehensive benefits, including full social security, healthcare, and paid leave entitlements.

Fixed-term contracts, on the other hand, are for a specified duration, typically used for project-based work or temporary staffing needs. Additionally, companies can engage B2B contractors (umowa o współpracy), which is a popular arrangement in sectors like IT and consulting. This type of contract allows individuals to operate as independent business entities, offering flexibility while reducing the burden of social security contributions.

An Employer of Record (EOR) can guide businesses through selecting the most suitable contract type, ensuring full compliance with Polish labor regulations while meeting the company’s operational needs.

Employee onboarding through an Employer of Record (EOR) in Poland streamlines the process of integrating new hires into your company while ensuring full compliance with local employment laws. The EOR handles all legal and administrative aspects of the onboarding process, including drafting employment contracts that meet Polish labor regulations, registering employees with the necessary government institutions, and setting up payroll, social security, and healthcare contributions. This allows businesses to avoid the complexities of Polish employment law while focusing on the productivity and integration of their new team members.

In Poland, employment contracts must adhere to strict legal standards, including defining the employee’s job role, working hours, compensation, and benefits. The EOR ensures that contracts meet these requirements, providing peace of mind to both the employer and the employee. Additionally, the EOR handles tax compliance, including the registration of employees with the Polish tax office and ensuring that all applicable personal income taxes, social security, and health insurance contributions are accurately deducted and submitted.

Beyond the legal and administrative steps, EOR services also provide ongoing support for employee management, such as ensuring compliance with Poland’s labor regulations regarding employee rights, probation periods, notice periods, and paid leave entitlements. This ensures that the onboarding process is smooth and efficient, reducing the time and effort it takes for new hires to become productive team members. By using an EOR for employee onboarding in Poland, companies can enjoy a faster, compliant hiring process, allowing them to focus on business growth while minimizing risks associated with non-compliance.

Payroll costs in Poland include gross wages, taxes, and social security contributions. Employers are responsible for managing these deductions and making payments to the relevant authorities.

1. Income Tax – Employers must withhold personal income tax from employee wages. Poland uses a progressive tax system with rates of 12% for annual earnings up to PLN 120,000 and 32% for earnings above this threshold. There are also additional allowances and deductions that employees may claim, such as family allowances or charitable donations.

2. Social Security Contributions – Employers must contribute to the employee’s social security, which includes old-age pensions, disability pensions, sickness insurance, and accident insurance. The combined social security contribution for employers is typically around 19.21% of an employee’s gross salary, with employees contributing around 13.71%.

3. Health Insurance Contributions – Employers must also contribute 9% of the employee’s gross salary to health insurance, which grants employees access to Poland’s public healthcare system.

4. Additional Payroll Costs – Some companies offer additional benefits such as supplementary life insurance, private health insurance, or fitness allowances, all of which add to the overall payroll costs.

Poland’s leave policies are strictly regulated by labor law, and an Employer of Record (EOR) ensures that all employee leave entitlements are managed in full compliance with local regulations. The primary types of leave include annual leave, sick leave, maternity and paternity leave, and additional parental leave options. Under Polish law, employees are entitled to 20 or 26 days of paid annual leave, depending on their total length of service. An EOR keeps track of these entitlements, ensuring accurate records and compliance with local laws regarding the accumulation and use of leave.

Sick leave in Poland is another important area where compliance is essential. Employees are entitled to up to 33 days of paid sick leave per year, covered by the employer, after which the social security system (ZUS) takes over compensation. The EOR ensures that the correct procedures are followed, including submitting the necessary documentation to ZUS and managing the transition from employer-paid leave to state-provided benefits.

Maternity and paternity leave are also significant components of Poland’s leave policy. Women are entitled to 20 weeks of paid maternity leave, with the option of extending it by another six weeks. Fathers are entitled to two weeks of paid paternity leave. Additionally, parents can take up to 32 weeks of paid parental leave, which can be shared between both parents. An EOR assists companies by managing these complex leave entitlements, ensuring proper documentation and timely salary payments during leave periods, while staying in compliance with local laws.

Terminating an employee contract in Poland is a process governed by strict labor laws, and failure to comply with these regulations can lead to significant legal consequences. An Employer of Record (EOR) in Poland ensures that contract terminations are handled in full accordance with local legislation, mitigating risks for companies. Employment contracts can be terminated by mutual agreement, upon the employee’s resignation, or by the employer—either with or without notice, depending on the circumstances. Each termination method comes with its own set of legal requirements that must be followed precisely.

When an employer initiates the termination, the process can be complex, especially when dismissing an employee with a permanent contract. Polish law requires that the termination be justified, and the reason must be clearly stated in writing. The notice period depends on the employee’s length of service: two weeks for employees with less than six months of service, one month for those with up to three years, and three months for employees who have been with the company for longer. During the notice period, the employee continues to receive their full salary and retains their rights to paid leave.

In cases of termination without notice, such as when the employee has committed a serious breach of contract, strict rules apply, and the employer must provide substantial evidence. Additionally, certain groups of employees, such as pregnant women or those on maternity leave, are protected against termination. An EOR ensures that all legal protocols are followed during the termination process, from delivering appropriate notice to handling any severance pay that might be due.

By working with an EOR, companies can navigate the complexities of Polish labor laws, ensuring that employee contract terminations are conducted lawfully and with minimal risk. The EOR manages all paperwork, compliance checks, and severance obligations, providing a smooth and legally sound process while protecting the company from potential disputes or legal claims.

When hiring through an Employer of Record (EOR) in Poland, employees are entitled to a range of benefits that are both legally required and customizable based on the employer’s preferences. The EOR ensures that all mandatory employee benefits are provided in compliance with Polish labor laws, including health insurance, social security, paid leave, and pension contributions. These statutory benefits form the foundation of employee welfare in Poland, and failing to provide them can lead to penalties and legal challenges.

Poland’s healthcare system is primarily public, and employers are required to contribute to employees’ health insurance as part of their social security payments. This allows employees to access public healthcare services, but many employers also opt to offer additional private healthcare packages to enhance the benefits and attract top talent. The EOR can manage these additional benefits, ensuring proper registration and payment for both public and private healthcare options.

Pension contributions are another critical aspect of employee benefits in Poland. Both employers and employees contribute to the national pension scheme, and the EOR handles the calculation and submission of these payments to ensure compliance. Additionally, employers may offer supplemental pension schemes as an additional benefit to employees, which the EOR can manage alongside other perks such as meal vouchers, transportation allowances, or bonuses.

Polish employees also enjoy rights to paid leave, including annual leave, maternity/paternity leave, and sick leave. The EOR oversees the tracking and management of these benefits, ensuring that employees receive the correct entitlements without placing administrative burdens on the hiring company. Furthermore, the EOR can assist employers in providing additional perks such as flexible working hours, professional development programs, or performance-based incentives to make the workplace more attractive and competitive.

By working with an EOR, companies can provide a competitive benefits package to employees in Poland, enhancing job satisfaction and retention while staying fully compliant with local laws. The EOR manages all aspects of employee benefits, from statutory contributions to additional perks, making the process seamless and efficient for the employer.

Employee rights and protections in Poland are governed by a robust set of labor laws that ensure fair treatment, job security, and workplace safety. When utilizing an Employer of Record (EOR) service, companies can be confident that all employee rights are upheld in compliance with Polish legislation. These rights encompass a wide range of protections, including fair wages, reasonable working hours, non-discrimination, and protection from unjust termination. The EOR plays a crucial role in ensuring that both the employer and employee operate within these legal boundaries.

Polish labor law sets clear guidelines on working hours, with the standard workweek capped at 40 hours, spread across five days, and overtime being regulated to prevent employee exploitation. Employees are also entitled to a minimum of 20 to 26 days of paid annual leave, depending on their length of service. The EOR monitors these regulations and ensures that employees are not overworked and are compensated appropriately for overtime or additional work.

Non-discrimination is another critical aspect of employee rights in Poland. Employers are prohibited from discriminating based on gender, age, race, religion, disability, or political beliefs. This applies to hiring practices, promotions, pay, and termination. The EOR ensures that all hiring and employment practices are free from discrimination, and that employees have equal access to opportunities and benefits within the company.

Furthermore, employees in Poland have the right to a safe and healthy work environment. Employers must comply with strict health and safety regulations, providing the necessary training and equipment to minimize workplace hazards. If an employee believes their rights have been violated, they have the right to seek legal recourse, and the EOR will manage the compliance side to mitigate any risks for the company.

By partnering with an EOR in Poland, employers can ensure that all employee rights and protections are respected, reducing the risk of legal issues and creating a positive, compliant workplace. The EOR handles everything from contract management to workplace safety compliance, giving employers peace of mind and allowing them to focus on growing their business.

Hiring Business-to-Business (B2B) contractors in Poland is an increasingly popular option for companies looking to access highly skilled professionals while maintaining flexibility in their workforce. B2B contractors operate as independent entities, typically registered as sole proprietorships or small businesses, and provide services to companies under commercial contracts, rather than standard employment agreements. This type of arrangement offers several advantages, including reduced tax burdens, lower social security contributions, and greater autonomy for both the hiring company and the contractor.

Under a B2B contract, the contractor is responsible for managing their own taxes, social security contributions, and health insurance. This arrangement benefits companies by eliminating the need to handle payroll, benefits, and compliance with employee-related labor laws. Instead, companies pay contractors based on agreed-upon fees, usually on a project basis or through monthly retainers, allowing for more flexibility and cost control compared to traditional employment. However, it is crucial for companies to ensure that the relationship is genuinely B2B and not an employment relationship disguised as such, as Polish authorities are strict about misclassification of employees.

B2B contracts typically offer contractors more control over their work conditions, including working hours, location, and project management. This freedom makes B2B arrangements attractive to freelancers and specialized professionals, particularly in industries like IT, consulting, and creative services. On the other hand, businesses benefit from the ability to engage highly skilled talent without committing to the long-term costs and obligations of an employment contract.

While hiring B2B contractors offers flexibility, it also requires careful contract management and understanding of Polish commercial law. An Employer of Record (EOR) can assist companies in drafting B2B agreements that meet legal standards, define the scope of services, and protect both parties from potential disputes. The EOR ensures that companies remain compliant with Polish regulations while enjoying the benefits of a flexible workforce, allowing them to scale quickly and efficiently.

By leveraging B2B contractors in Poland, companies can optimize their operational costs, access specialized talent, and maintain flexibility in project execution, all while staying within the framework of local laws.

Remote work in Poland has become increasingly common, particularly in sectors such as technology, consulting, and creative services. An Employer of Record (EOR) facilitates the seamless hiring and management of remote employees in Poland, ensuring compliance with labor laws and regulations even when employees are not physically present in a traditional office setting. The EOR takes on the responsibility of handling contracts, payroll, tax compliance, and employee benefits, allowing companies to focus on managing their remote teams’ productivity and collaboration.

Polish labor law supports remote work arrangements, but companies must still comply with key legal obligations, including health and safety regulations, working hours, and data protection. The EOR ensures that these obligations are met, regardless of where the employee is working from, whether it be their home or a coworking space. This includes ensuring that remote employees receive the same protections and benefits as on-site workers, such as paid leave, health insurance, and pension contributions.

One of the primary benefits of remote work in Poland through an EOR is access to a wider talent pool, as companies can hire from anywhere in the country without needing a physical presence. This flexibility enables businesses to tap into skilled professionals from across Poland, reducing geographic constraints and increasing access to talent. Additionally, remote work can lead to cost savings on office space and other operational expenses.

By utilizing an EOR for remote work arrangements in Poland, companies can ensure that they are fully compliant with local labor laws, while also benefiting from the flexibility and cost-effectiveness of remote hiring. The EOR manages all the administrative and legal aspects of employment, allowing businesses to build and scale remote teams without the complexities of navigating Polish employment regulations.

IP protection in Poland is a critical consideration for businesses operating in the country, especially when hiring through an Employer of Record (EOR). Safeguarding intellectual property, such as trademarks, patents, copyrights, and trade secrets, is vital to maintaining a company’s competitive edge. Poland has robust legal frameworks in place to protect IP rights, and working with an EOR ensures that your business remains compliant with these laws while securing its proprietary assets.

When hiring employees or contractors in Poland through an EOR, it is important to clearly outline the ownership of any intellectual property created during the course of employment. Under Polish law, intellectual property generated by employees in the course of their duties typically belongs to the employer, but this must be explicitly stated in the employment or service agreement to avoid disputes. The EOR can assist in drafting clear, legally binding contracts that address IP ownership, ensuring that your business retains full rights to any innovations, creations, or products developed by the workforce.

Additionally, an EOR helps ensure that any agreements involving confidentiality, non-disclosure, and non-compete clauses are properly enforced, which is especially important in sectors such as technology, research and development, and creative industries. These clauses protect against the misuse of sensitive information and the unauthorized use of company IP by employees or third parties.

By working with an EOR in Poland, businesses can navigate the complexities of IP protection with confidence. The EOR ensures that all contractual and legal protections are in place, reducing the risk of intellectual property theft or misuse, and ensuring that businesses maintain control over their valuable assets. Whether you’re hiring remote workers, B2B contractors, or full-time employees, the EOR provides the necessary legal support to safeguard your