Hiring in Poland

Poland’s skilled workforce and strategic location attract firms, but its labor laws can be intricate. Omnipresent serves as your Employer of Record (EOR), managing compliance with ZUS regulations without a local setup.

We handle payroll, taxes, and benefits like 20 days of vacation, so you can focus on teams in Warsaw or Krakow. Our platform delivers a seamless solution for Poland’s growing market.

• Rapid hiring, fully compliant.
• Contracts in PLN, locally aligned.
• Guidance on local practices.
• Easy expansion with full coverage.

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.