Poland Hiring and Recruiting

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Poland Hiring and Recruiting 

The process of recruiting and hiring is complicated, but complications reach new levels in a new territory. Complex laws and cultural nuances can hinder a company’s growth in another country and Poland is a prime target for expansion, but has complicated laws applying to recruiting and hiring. A global Professional Employer Organization (PEO) can streamline this process.

Bradford Jacobs provide international recruiting services for Poland through our PEO services, sourcing highly skilled employees to match the requirements of your business. Additionally, our Employer of Record (EOR) solutions ensure compliance with registration, payroll, human resources and all relevant regulations applying to employing staff in Poland.

If you are searching for the perfect employee in Poland, or anywhere else in the world, reach out to the experts at Bradford Jacobs to discover more about our services.

Challenges when expanding into Poland

The benefits of expanding business into Poland must be set against challenges surrounding legal structures for market entry, registration, opening bank accounts, taxation, payroll and employment. Therefore a Professional Employer Organization (PEO) and Employer of Record (EOR) is vital for businesses planning Polish expansion. Bradford Jacobs are a front line global provider in these sectors – with specialists and experts to help your company set up in Poland in the most efficient way possible.

The Recruitment process in Poland

Having the best contacts for recruiting in Poland plays a significant role in streamlining the hiring process. Social media platforms such as LinkedIn or local newspapers are both sources for location new talent. But neither are as ideal as taking expert guidance from a Professional Employer Organization (PEO), such as Bradford Jacobs with our insight into finding the perfect fit to fill the designated roles.

How do you hire employees in Poland?

Generally Polish employees are hired through a contract detailing all the necessary terms and conditions, including termination and notice provisions, signed by both employer and employee and written in Polish. The following terms must be included:

  • Names of employer and employee
  • Length of the contract if fixed term
  • Date of signing
  • Employment terms such as compensation, bonuses, type and place of work
  • Employers must also provide written information including work hours, holidays and any collective agreements within seven days of starting work

Basic Facts on hiring in Poland

The National Minimum Wage (NMW), covers almost all full-time, part-time, casual and agency workers. The NMW is PLN 610 for 2020 (€121) per month. Full-time workers receive 20 to 26 days holiday. Statutory Sick Pay (SSP) is PLN 475 (€95) per week.

All employees are entitled to a workplace pension and employees who have worked for 28 weeks are entitled to be offered flexible hours.

Poland Work Culture

Polish business people are generally formal and reserved, though they say what they think to get to the point quickly and are self-confident and decisive while still following rules and sticking to protocols. Important business decisions should be discussed in person.

Poles are well-educated, highly-skilled and technically competent. Polish is the official language but most speak more than one, with German, English and Russian the most common.

Polish employees generally put in a hard-working day, often taking a sandwich as a snack and saving their main meal until evening.

What Employment Contracts Laws exist in Poland?

A short-term contract is needed to cover a three-month probationary period. Fixed-term contracts are for more than three months and up to 33 months; these can be renewed up to three times, after which they become an open-ended contract.

How do you onboard Poland Employees?

Moving existing staff from across the globe, or recruiting new staff in-country, are the initial stages for companies planning to onboard employees in a Polish subsidiary. The next step is to deal with visas and work permits and ensure the employees’ contracts comply with Poland’s complex Labor Code. Essential requirements, include:

Salary, overtime, notice periods, work hours, minimum wage, termination, severance and dismissal entitlements.

The most efficient and effective method of onboarding employees in Poland is through a global recruitment company such as Bradford Jacobs, utilizing our Professional Employer Organization (PEO) and Employer of Record (EOR) services.

What are the Benefits outsourcing hiring for Poland?

Outsourcing hiring and recruiting to a Professional Employer Organization (PEO) brings many benefits, streamlining setting up a presence in a new territory rather than through a subsidiary or branch. Then, outsourcing payroll to an Employer of Record (EOR) such as Bradford Jacobs ensures compliance with the many layers of Polish employment laws.

Working with a Recruitment Agency in Poland

Typically, the recruitment agency will source a suitable candidate by acting on the company’s requirements for the vacancy. However, once the candidate has been placed the role of the recruitment agency is over.

Bradford Jacobs’ Professional Employer Organization (PEO) and Employer of Record (EOR) solutions assist you not only in finding the ideal employees but also with all that follows – admin tasks related to payroll, contracts, tax filing, social security and all compliance issues.

Employment Contracts in Poland

The Employment Rights Act 1996 stipulates employers must provide a written statement detailing terms and conditions of their employment within two months of starting. Employees are entitled to a 20-minute break every six hours, 11 hours minimum rest every 24 hours and 24 hours continuous rest every week, or 48 hours every two weeks.

Poland’s Labor Code covers fixed term and open-ended contracts, including one for probationary periods. Any changes to the terms and conditions, particularly pay, must be confirmed in writing. Additionally, part-time employment contracts must not have inferior terms and conditions to full-time employees undertaking the same work.

Fixed-term contracts must not exceed three in number over a total of 33 months, after which it becomes an open-ended (indefinite) contract. Contracts for trial periods must not exceed three months.

Notice periods can apply to contracts for trial periods, fixed term or indefinite. They can vary between two weeks, one month or three months; or three days, one week or two weeks for trial periods.

Poland Minimum Wage

The National Minimum Wage (NMW), includes part-time, casual and agency workers. The NMW is PLN 610 for 2020 (€121) per month.

Probation Periods in Poland

Trial periods in Poland, allowing employers to assess an employee’s suitability for the vacancy, are covered contractually and cannot exceed three months.

Overtime in Poland

The employee pays an extra 50% of the employee’s basic remuneration for overtime or 100% if the average weekly working hours are exceeded.

Notice Periods in Poland

Notice periods depend on the length of employment.

  • At least one week if employed between one month and two years
  • One week for each year if employed between two and 12 years
  • 12 weeks’ notice if employed for more than 12 years

Different notice periods can be agreed but must not be less than the statutory allowances.

Redundancy, Termination, Severance in Poland

If the parties agree any employment contract can be terminated irrespective of the type of contract. The employer may have to to pay the employee severance pay if the employee is not responsible for termination.

Employees are entitled to severance pay of:

  • One month for less than 2 years’ employment
  • Two months for between 2 and 8 years
  • Three months for the employer for over 8 years


Pension Plans in Poland

Employees are automatically enrolled into an occupational pensions’ savings scheme (with the choice to opt out) called Employee Capital Plans (ECPs). The State Budget (Labor Fund), employers and employees contribute up to 4.5% of salary, although employees earning less than the national minimum wage have reduced contributions no less than 0.5% of their salary.

Public Holidays in Poland

• New Year’s Day January 1

• Epiphany January 6

• Easter Sunday March or April

• Easter Monday March or April

• Labor Day May 1

• Constitution Day May 3

• Whitsun May 23

• Corpus Christi June 3

• Armed Forces Day August 15

• Assumption of Mary August 15

• All Saints’ Day November 1

• Poland Independence Day November 11

• Christmas Day December 25

• 2nd Day of Christmas December 25

Working Hours in Poland

Employees must not work more than 48 hours a week averaged over 17 weeks, unless the employee opts out and this is agreed in writing. Under 18s can average 40 hours per week.

Sick Leave in Poland

Sick pay applies for the first 33 days of illness in one calendar year, paid by the employer, or for 14 days if the employee is over 50. Subsequently, benefit is paid by the Social Insurance Agency (ZUS) from the 34th day of illness, or the 15th day if the employee is over 50. For each day of illness 1/30th of salary is paid. Sickness allowance is paid for a maximum of 182 days.


Holiday Leave in Poland

In the first year of contracted employment the individual is entitled to 1/12th of their allowance after each month worked. Employees working less than 10 years have 20 days leave, with 26 days for those who have worked over 10 years.

Maternity/Paternity Leave in Poland

The entitlement totals 26 weeks, with six weeks taken before the due date. Multiple births allow up to 37 weeks. If the mother returns to work after the compulsory 14 weeks’ leave, the remainder is available for their partner.

Maternity pay is calculated as:

  • 100% of salary during maternity leave
  • 80% if application is submitted no later than 21 days after birth
  • 100% of salary during leave and 60% if application is not submitted within 21-days

Work with Bradford Jacobs’ Global Recruiting Services

Bradford Jacobs’ PEO specialist teams bring their unmatched knowledge of the Polish employment market to the table when partnering international companies in their global expansion plans. Every aspect of hiring and recruiting in Poland falls within our expertise and experience. Remove the risks, costs and uncertainty of hiring and recruiting in Poland by contacting Bradford Jacobs now – we have the solutions.