Global Employment Solutions & PEO in Poland

Omnipresent provides global employment solutions and professional employment organisation (PEO) services for companies looking to grow and build out a global team in Poland. Traditional methods of establishing global employment and subsidiaries in Poland typically take months and can incur heavy costs. Omnipresent’s global employment solutions and PEO services is helping hundreds of organisations onboard new employees in Poland in a matter of days with full compliance of local labour laws. We use a tech-forward approach to streamline the process. 

• Your company conducts the hiring and candidate selection process in Poland.
• Omnipresent hires the selected candidate through our local professional employment organisation in Poland.
• We take care of ensuring your new employee is hired in compliance with local labour laws, payroll regulations, benefits and more -- all without needing to set up a subsidiary in Poland.
• The individual is legally contracted by Omnipresent but assigned to work for your company and reports to a manager or team in your organisation as your full-time employee.

Employer costs include Pension Insurance, Disability Pension Contribution, and a Contribution to the Labor Fund. Use the OmniCalculator to estimate costs, or contact us for further information.

Income taxes 12% - 32%

The following rates and thresholds apply:

• annual income up to 120,000 zlotys - 12%

• annual income above 120,000 zlotys - 32%

All individual taxpayers benefit from an annual tax-free income amount of 30,000 zlotys.

Employee Contributions

Employee social security contributions are assessed as follows:

Pension Insurance: 9.76%;

Disability Insurance: 1.5%;

Sickness Insurance: 2.45%; and

Health Insurance: 9%.

Pension insurance contributions and disability insurance contributions are subject to a maximum annual computable salary, which is the maximum amount of employment income paid to an employee during a year upon which a pension insurance contributions rate and a disability insurance contributions rate may be assessed on the employee.

Working hours are capped at a maximum of 8 hours a day or 40 hours a week. There are some exemptions for managers and senior management.

Generally speaking, employees under 50 are entitled to 33 days of sick leave at 80% of average pay. Employees 50 and over are entitled to 14 days per annum at 80% of average pay.

Maternity leave: Maternity leave is between 20 and 37 weeks, depending on the number of children born during one birth.

Paternity leave: Employees are entitled to a minimum of 2 weeks until the child is 2 years old.

Annual leave entitlement is 20 days for anyone with less than 2 years of post-university experience, and 26 days for almost everyone else.

The proper calculation is based on the total time a person has spent in secondary education, plus higher education, plus work of any kind.

The obligation to pay severance depends on the termination grounds, and its amount depends on the duration of employment.

Employment contracts can be terminated by mutual agreement, termination by notice, and expiry of the contract term.

In case of termination by notice, both by the initiative of the employer and employee, a valid reason must be stated justifying the termination. However, please note that there is no fixed list of  “valid” or “justifiable” causes at law and the employee has a right to appeal through the courts if they consider their termination is unjustified. For this reason, we recommend terminations for cases of material or provable underperformance, serious breach, misconduct, or by mutual agreement.

As a result of this lack of clarity, we ask you to provide a detailed job description for your employee, which makes it easier to prove material underperformance.

Periods of notice range between 3 days to 2 weeks during probation periods and 2 weeks to 3 months after the expiration of the probation period depending on length of service.