Hire employees in Poland without opening an entity.
Employer of Record Poland: compliant payroll, ZUS, NFZ, Polish employment laws 2026, work permit support. Onboard in 2–3 days. No Polish sp. z o.o. required.
Poland is Central Europe's largest economy and a major hub for IT, shared services, manufacturing, and logistics. EU membership, competitive talent, and a clear Labour Code (Kodeks pracy) make it a strong choice for Employer of Record and Poland payroll outsourcing.
Capital
Warsaw
Currency
Polish złoty (PLN)
Languages
Polish
Population
38M+
Ease of doing business
Strong EU hub
Payroll frequency
Monthly
VAT standard rate
23%
Timezone
CET (GMT+1 / +2)
Employer of Record Poland lets you hire Polish employees without setting up a local entity (sp. z o.o./S.A.). We become the legal employer; you keep day-to-day control. Ideal for companies that want to hire employees in Poland without entity setup.
US, UK, EU, and global companies hiring in Poland; startups and scaleups building nearshore teams; enterprises expanding without new entities; HR leaders who need fast, compliant hiring.
Poland offers a large, well-educated workforce, especially in software development, engineering, finance, and business services. Cities like Warsaw, Kraków, Wrocław, and Tri-City (Gdańsk–Gdynia–Sopot) host major tech and SSC/BPO hubs with strong English proficiency.
As an EU member state, Poland aligns with European market access while maintaining competitive cost structures. The Labour Code (Kodeks pracy) sets clear rules on contracts, working time, leave, and termination. Social insurance through ZUS and health coverage via NFZ are well-defined, which supports predictable Poland payroll outsourcing and EOR operations.
Whether you need Poland payroll outsourcing, full EOR, or support for non-EU hires, Poland is a strategic location for scaling teams serving Western Europe and North America.
We manage mandatory contributions and benefits for your Polish employees through our Poland EOR and payroll platform, including ZUS, NFZ, statutory leave, and PPK where your organisation qualifies.
Mandatory health insurance financed via ZUS health contribution, providing access to public healthcare (Narodowy Fundusz Zdrowia).
Zakład Ubezpieczeń Społecznych: retirement, disability, sickness, accident, and labour fund contributions as required by law.
Statutory sick pay funded by the employer for the initial period, then social insurance (ZUS) benefits where conditions are met.
Pracownicze Plany Kapitałowe: long-term savings with employer and employee contributions for eligible employers under Polish rules.
Stay compliant with the Labour Code (Kodeks pracy). Key rules on contracts, probation, notice, minimum wage, and employee protections.
Non-compliance can lead to fines, back ZUS, and disputes. With Poland EOR, Jackson & Frank helps your hires meet Polish employment laws 2026.
Weigh the benefits and considerations of using an Employer of Record in Poland versus setting up your own entity.
Speed, compliance, and local expertise so you can focus on growing your team.
From signed agreement to live on payroll in 2–3 business days.
Polish entity, ZUS/NFZ, PPK where applicable, and Labour Code compliance built in.
Dedicated knowledge of Polish payroll, benefits, and HR practice.
We carry employment and payroll compliance risk as the legal employer in Poland.
Compare speed, compliance, support, and pricing. We focus on European markets with a strong Poland footprint.
| Feature | Jackson & Frank | Deel / Remote / Papaya |
|---|---|---|
| Onboarding speed | 2–3 days | 5–14 days |
| Polish entity & ZUS | Own Polish entity | Varies |
| Dedicated Poland support | Yes | Often global only |
| Work permit / residence support | Full support | Limited or extra |
| Transparent pricing | Included | Often add-ons |
End-to-end employment and payroll so you can hire and manage Polish talent without a local entity.
Monthly payroll, ZUS contributions, health insurance (NFZ via ZUS), PIT withholdings, payslips (pasek wypłaty), year-end, PPK administration where applicable.
Contract management, amendments, leave, and local HR queries under Polish practice.
ZUS, NFZ coverage, statutory sick pay coordination, PPK, and benefits aligned to your policy.
Polish-compliant employment contracts (umowa o pracę) and addendums per Kodeks pracy.
Labour Inspectorate (PIP) readiness, ZUS filings, tax office (Urząd Skarbowy), and employment law.
Work permits and residence support so you can hire non-EU talent in Poland.
Depending on nationality and role, work may start with an employer statement (oświadczenie o powierzeniu wykonywania pracy) registered with the labour office, or require a work permit (e.g. type A) or EU Blue Card. We coordinate documentation and timelines with the relevant labour office and voivodeship (urząd wojewódzki).
Non-EU nationals typically need a temporary residence permit with work rights (single permit / combined procedures where applicable). We support applications and employer obligations so your hire can work legally.
From PESEL/NIP registration, ZUS onboarding, and first payslip to practical checklists: we help new hires start smoothly in Poland.
From agreement to first payroll in three simple steps.
Sign master service agreement and send employee details and offer.
We issue the Polish contract (umowa o pracę); employee signs. We register with ZUS, set up tax identifiers, and complete mandatory notifications.
Employee is onboarded and included in the next payroll run.
Full payroll and ZUS compliance so you don't have to manage Polish regulations alone.
Manage your Poland team from one place.
View team, documents, and payroll status in one place.
Add, update, and manage Polish employees and contracts.
Cost reports, headcount, and export for finance.
We keep your Poland hiring legally sound and audit-ready.
Labour Code (Kodeks pracy), working time, leave, ZUS, NFZ, PIT, and PPK where applicable.
Correct contracts, registrations, and filings to reduce fines and back contributions.
Documentation and reporting for internal and external audits.
Decide whether Poland EOR or a Polish sp. z o.o./S.A. is right for you.
| Aspect | Poland EOR | Polish entity (sp. z o.o./S.A.) |
|---|---|---|
| Time to first hire | 2–3 days | Several months |
| Setup cost | Low (monthly fee) | High (incorporation, legal, accounting) |
| Compliance risk | EOR holds risk | You hold full risk |
| Ongoing admin | Handled by EOR | Your team or local provider |
Whether you're a startup or enterprise, Poland EOR fits your use case.
Avoid misclassification and stay compliant when engaging Polish contractors (B2B / civil contracts).
Polish law scrutinises relationships that look like employment. Misclassification can trigger back ZUS, taxes, and penalties. We help you:
Explore leave, termination, public holidays, onboarding, and immigration. Everything you need for Polish employment laws 2026 and Poland payroll outsourcing.
Employees are entitled to 20 working days per year if they have been employed for less than 10 years (counted under Polish rules, including certain education periods). After reaching 10 years of service, entitlement increases to 26 working days per year. Leave accrues during employment and should be planned with the employer. Unused leave may need to be granted or paid out on termination in line with the Labour Code. Our Poland EOR administers leave in line with Polish employment laws 2026.
Maternity leave lengths depend on the number of children born in a delivery (e.g. 20 weeks for one child, longer for multiple births). Benefits are coordinated with social insurance (ZUS). Additional parental leave (urlop rodzicielski) may follow. We support HR administration and compliance for your Polish employees.
Fathers are entitled to paternity leave (typically up to 2 weeks) around the birth, with rules and benefit coordination set under Polish law and ZUS practice.
Parental leave allows parents to care for a child after maternity leave, with lengths and benefit levels defined in legislation. Parents can often combine or transfer parts of leave within legal limits.
For incapacity to work due to illness, the employer generally finances sick pay for a defined initial period (e.g. 33 days in a calendar year, or 14 days for employees aged 50+), after which sickness benefit may be paid from ZUS if conditions are met. Employees obtain electronic medical certificates (e-ZLA). Poland payroll outsourcing through Jackson & Frank includes coordination of sick pay and reporting in line with applicable rules.
Planning benchmarks for your Polish team.
2–3 days
Average time to hire (with EOR)
PLN gross/month (annual update)
Minimum wage
20 or 26 days
Statutory annual leave
For eligible employers
PPK
Poland remains a top nearshore destination for tech and business services. Poland EOR helps you hire quickly while staying aligned with Polish employment laws 2026 and ZUS/NFZ obligations.
Quick answers on cost, timeline, legal risks, and contracts for Employer of Record in Poland.
Poland EOR pricing typically includes a monthly management fee per employee plus salary, employer ZUS social security contributions, health insurance (NFZ via ZUS), PPK where applicable, and taxes. At Jackson & Frank we offer transparent pricing. Total cost depends on headcount, salary levels, and benefits. Book a demo for a custom quote.