How to hire in Poland through an EOR

Fixed-term employment contracts in Poland are capped at 33 months total, with no more than three renewals with the same employee. After that, the contract automatically becomes indefinite, which comes with the strongest employee protections.

Contract types

Most companies start new hires on a probationary contract, move to fixed-term, and then indefinite for longer-term roles. Indefinite contracts are standard for ongoing positions because they build stability and are straightforward to stay compliant with.

Part-time contracts follow the same structure but specify reduced hours. They're a practical option when you need flexibility.

What has to be in the contract

Contracts must be in writing. Oral agreements technically require written confirmation within 7 days, but it's worth putting everything in writing from day one to avoid disputes later.

Polish law requires the following: parties' identities, type of work, location, start date, hours or schedule, pay amount and method, notice periods, and annual leave entitlement. There's no strict language requirement, but Polish is standard. English is fine if both parties agree.

Probation periods max out at 3 months. You can end them with 2 weeks' notice and don't need to give a reason. It's a low-commitment way to assess fit before moving to a longer contract.

Contractor vs. employee

Polish courts look at subordination to make the call. If you control where, when, and how someone works, it's likely employment, not a civil law arrangement like a mandate contract (umowa zlecenie) or specific-work contract (umowa o dzieło). Those are designed for genuinely independent work.

Misclassification is expensive. You could owe back social security contributions (roughly 20-30% of salary), unpaid taxes, and benefits like vacation and sick pay. Labor inspectors can fine you up to 30,000 PLN per case, and employees can sue for reclassification plus damages.

Non-compete clauses are only enforceable if you're paying the employee during the restriction period, up to 25% of their average earnings. Cap the restriction at 12 months post-termination. On IP: employees own their inventions by default unless you've contracted otherwise, so get that in writing upfront.

Poland gives employees up to 26 days of paid annual leave, plus 13 public holidays. That's generous compared to most countries.

Time off

Employees get 20 days of annual leave if they have less than 10 years of total work experience. That jumps to 26 days at 10 or more years. Work history and education both count toward those 10 years: a university degree adds 8 years, high school adds 4-6 years depending on the type.

In the first year, leave accrues monthly at 1/12 of the annual total. Part-timers get a pro-rated amount, rounded up to full days. You can carry over unused leave, but it must be used by September 30 of the following year.

Employees also get 4 days of "leave on request" per year, which can be requested with same-day notice. Public holidays are paid separately and don't count against annual leave.

If a public holiday falls on a Saturday, you owe employees two extra days off.

All leave types

Here's what the law requires for major leave types. All come with job protection unless noted, and pay is at 100% of average earnings unless specified.

Mandatory benefits

All employers must contribute to social security (ZUS), which covers health insurance, pension, disability, and accident insurance. The total contribution rate is around 34-35% of gross salary.

There are no mandated perks like meal vouchers or transport allowances in Poland. Those are optional extras you can choose to offer.

What people actually expect

The legal minimums cover the basics, but they won't help you compete for experienced candidates. Private health insurance is the most expected perk: around 70% of Polish employees have it through work. It gives faster access to specialists and private clinics, since public healthcare waiting times can stretch for months.

Remote work stipends are now standard, particularly for hybrid roles. Most companies offer 200-500 PLN per month toward home office costs or internet. Meal allowances (lunch vouchers worth 20-30 PLN per day) appear in around 40% of job offers and are tax-free up to certain limits.

A 13th-month bonus is common at larger companies, though it's not required by law. Flexible hours and the option to buy extra vacation days also come up regularly. If you stick to the legal minimums, you'll fill roles, but you're likely to struggle attracting senior hires or specialists who benchmark against what multinationals are offering.

Terminating employment in Poland takes careful handling. It's one of the more employee-protective countries in Europe, and getting it wrong can lead to reinstatement orders or significant compensation claims.

Firing someone

Employees on indefinite contracts have strong protections. You can only terminate for justified reasons, things like poor performance, redundancy, or serious misconduct. Without a valid reason, you're looking at unfair dismissal, and employees can claim reinstatement or up to three months' salary in compensation.

Certain groups have additional protections. Pregnant women, employees on maternity leave, parents of children under 3 (or 4 for disabled children), union members, and those on extended sick leave can't be dismissed easily. In many cases you'll need court approval or sign-off from the relevant union before proceeding.

If the employee is a union member, you need to notify the union at least 5 days before telling the employee, and include your reasons. The union can object, but you're not legally required to comply. Skip that step entirely, though, and the dismissal can be ruled unlawful. Summary dismissal without notice is reserved for serious situations only, like theft or unexplained absence.

Notice periods

Statutory notice periods apply unless the contract sets something longer. They can't be shortened except in redundancy situations for employees with longer tenure. Here's how they break down:

Notice periods measured in weeks end on a Saturday. Those measured in months end on the last day of the month. Employee notice periods mirror the employer's.

Severance

Severance applies when you're making redundancies or individual layoffs, the employee has at least 6 months of tenure, and your company has 20 or more employees. It doesn't apply to misconduct dismissals or mutual termination agreements.

Calculate severance based on average monthly earnings over the previous 3 months, including bonuses. You also need to pay out the notice period. In redundancy cases, you can shorten a 3-month notice period to 1 month, but you'll owe 2 additional months' pay to compensate.

Work permits and visas

You can hire foreign nationals through an EOR. The EOR acts as the legal employer and handles work permit sponsorship where it's needed. Poland doesn't currently have a digital nomad visa.

The main permit types are: Type A for standard employment (the most common), Type B for managers or intra-company transfers, Type C for short stays, and Type D for seasonal work or training. EU, EEA, and Swiss citizens don't need a permit, but they do need to register.

To get a permit, you'll typically need a job offer, evidence that the candidate's qualifications match the role, and a labor market test showing no suitable local candidate was available. Processing usually takes 1 to 3 months. Your EOR will handle sponsorship, documentation, and the Voivodeship Office application. Non-EU workers will also need a national visa or residence permit alongside the work permit. Start the process early as delays are common.

Other things worth knowing

From 2026, labor inspectors have the authority to immediately reclassify B2B contracts as employment if they function like a regular job. If you have contractors in Poland, it's worth reviewing those arrangements now.

Poland follows GDPR strictly. You need employee consent for monitoring activities, and you must inform staff about any CCTV use. Breaches can cost up to 4% of global annual turnover.

If collective agreements or trade unions apply to your employees, they can influence employment terms and dismissal processes. Make sure you're consulting where required.

Several changes took effect in 2026 that are worth knowing about. From January 27, things like union consultations and leave requests can be handled electronically rather than on paper. For private firms from May 1, seniority calculations now include periods of self-employment or contract work, which affects leave entitlements and severance. The definition of workplace bullying has been broadened, employers are now required to actively prevent it, and penalties can reach up to six times the minimum wage. Leave payouts must be made by the employee's regular payday or within 10 days of termination. Interns are now entitled to contracts, pay, and leave. And from 2027, some bonuses will be phased out of minimum wage calculations.

A wrong termination or a permit misstep can result in court proceedings, back pay obligations, or blocks on future hiring. Use your EOR to keep documentation tight and make sure every step follows the right process.