

Hire & manage teams remotely in Poland without a local entity. We handle HR compliance, payroll & taxes so you can focus on your business.
Polish
Zloty (PLN)
19.48% - 22.14%
Monthly
GMT+2
Warsaw
Recruiting process outsourcing – including but not limited to resume screening, shortlisting candidates, coordination for interviews, and assistance for salary negotiation.
Hiring and termination of employees/local labor contracts (contract administration – engagement, extension termination and conversion to permanent hire).
On-boarding and off-boarding employees following labor law practice.
Complete payroll solution and benefit administration
Employee management – employee record retaining, time keeping, bonus and allowance management, expense and claims, and leave employee database management accordingly to the local law.
Mandatory insurance compliance (i.e. pension, labor and health insurance) according to the local labor laws.
Payment management (Invoicing customers/clients and vendor payments).
Work VISA application assistance, if needed.
Local individual income tax reporting.
Registering the necessary company and personnel information for payroll calculation in the payroll software and system
Monthly Payroll Processing
Year-End Adjustment and Annual Declaration
Individual income taxes in Poland are imposed on the income earned by individuals, including employment income, business profits, and investment income. The tax system in Poland is progressive, meaning that higher income earners pay a greater percentage of their income in taxes.
In 2021, the tax rates range from 17% for income up to PLN 85,528 to 32% for income over PLN 1,000,000. There are also various tax deductions and credits available, such as those for charitable donations, medical expenses, and education expenses. Taxpayers are required to file annual tax returns by April 30th of the following year and can use either a simplified or standard tax form.
Polish tax residents pay personal income tax (PIT) on their worldwide income. Non-residents are subject to Polish PIT on their Polish-sourced income only.
Employer costs in Poland include not only wages or salaries paid to employees but also a range of mandatory contributions and benefits. The main types of mandatory contributions that employers are required to pay are social security and health insurance contributions, which are based on the gross salary of the employee.
Employers are also required to make contributions to the Labour Fund, which finances various labour-related initiatives, and the Guaranteed Employee Benefits Fund, which provides financial support to employees in the event of bankruptcy or liquidation of their employer.
9.76% – Retirement
6.50% – Disability
0.67% – 3.33% – Accident
2.45% – Labour Fund
0.10% – Guaranteed Employee Benefits Fund
Total employment cost: 19.48% – 22.14%
9.76% – Retirement
1.50% – Disability
2.45% – Sickness
Total employee cost: 13.71%
In Poland, employees are entitled to a range of benefits and insurance coverage. These include mandatory social insurance contributions, which provide health care coverage, disability benefits, and retirement pensions. Employers are also required to offer employee health and safety training and to provide a safe working environment.
Many employers offer voluntary benefits, such as private health insurance, life insurance, and additional retirement savings plans. These benefits are often negotiable as part of the employment contract. Overall, the Polish government and employers place a strong emphasis on providing a comprehensive system of benefits and insurance to ensure the well-being of workers and their families.
Old-age pension is provided to people who meet both of the following conditions in the general pension scheme operating under the current rules:
The disability pension is granted to an insured person who:
The insured person who has sustained an accident at work or contracted an occupational disease, may claim an additional support from ZUS.
The social insurance institution may cover the costs of:
In Poland, the standard working week is 40 hours, typically spread over five days. The typical workday starts at around 8:00 or 9:00 am and ends at 4:00 or 5:00 pm, although there may be some variation depending on the industry and employer. Overtime work is subject to specific regulations, with a maximum of 8 hours per week allowed by law.
Workers are also entitled to breaks during the workday, with a minimum of 15 minutes for every 6 hours of work. Overall, working hours in Poland are similar to those in other European countries, with an emphasis on work-life balance and ensuring that employees have adequate time for rest and leisure.
Working hours in Poland are 8 hours per day at 40 hours per week, 5 days a week. Flexible working time, which comprises multiple starting hours or time periods during which workers may begin work, is also an option. In some work time systems, the daily working time can be extended.
During the calendar year, the quantity of overtime work conducted in response to the employer’s unique demands cannot exceed 150 hours. Salary supplements or paid time off are used to compensate for overtime work.
If a contract is terminated without notice or with notice for an undefined period, the reasons for dismissal must be disclosed. The cause for dismissal must be genuine and specific so that the employee understands the grounds for dismissal. The reasons for termination with notice may be attributed to the employee (e.g., non-performance or faulty performance of the employee’s tasks) or not (e.g. redundancy).
If a business with more than 20 employees terminates an employee purely for non-employee reasons (e.g., due to a workforce reduction or redundancy of a job), the firm must give a severance payment equal to:
For fixed or indefinite term contracts, the notice period for termination is as follows:
In Poland, the most common type of employment is an employment contract. It is up to the parties to decide whether or not to use an employment contract as the basis of employment (employer and employee). An employment relationship may be established under a contract other than an employment contract like a civil law contract, unless applicable legislation require otherwise.
An employment agreement should define the parties to the agreement, the type of agreement, the date on which it will be completed, as well as the work and remuneration conditions, including in particular the following:
Polish law allows for a separate probationary period agreement to be executed prior to both open-ended and fixed-term employment agreements. Three months is the maximum probationary period that can be used.
If a full-time employee has worked for the same employer for less than ten years, they are entitled to 20 days of paid annual leave per year. When an employee has worked for the same company for more than ten years, they are entitled to 26 days of paid yearly leave.
According to the employment contract, all employees are entitled to paid sick leave based on the number of years of service and the employee’s age.
Employees under the age of 50 have the right to up to 33 days of paid sick leave, which is covered by the employer. If the sick absence lasts past day 33, Social Security (ZUS) will be responsible for the payments starting on day 34.
Employees over the age of 50 have the right to up to 14 days of paid sick leave, which is covered by the employer. If the sick leave lasts longer than 14 days, the payments will be taken over by Social Security (ZUS) from day 15 onwards.
Sick leave is paid at 80.00% of the allowance basis or 100.00% of the allowance basis if the illness occurs during pregnancy or is caused by an accident on the way to or from work.
Female employees are entitled to maternity leave periods that are proportional to the number of children they have given birth to or adopted:
All maternity pay is covered by the Social Security Institute at 100% of the employee’s regular salary rate.
Within the first 24 months after the kid’s birth or from the date of adoption before the child turns seven years old, fathers are entitled to two weeks of paid paternity leave. The Social Security Institute pays 100% of the salary.
Employees have the option of taking up to 32 weeks of parental leave. After maternity leave, both male and female employees, as well as adoptive parents, are eligible for leave. For the first six weeks, the leave is paid at 100% of the employee’s salary. The remaining is paid at 60%
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