Employer of Record (EOR) in Poland: Ultimate 2026 Guide
Introduction to EOR in Poland
Expanding your business internationally can be both a profitable and exciting venture, but it also presents its challenges. Navigating labor laws, managing payroll, and ensuring compliance in a new country like Poland requires significant expertise and resources. This is where Employer of Record (EOR) services can make a big difference.
In this guide, we’ll cover all the key aspects you need to know about using an Employer of Record in Poland!
Poland at a glance - EOR & Hiring
Capital
Warsaw
Population
37,627,000
Currency
Polish Zloty (PLN)
Language
Polish
Ease of doing business index
40th place
GDP per Capita
21,268 USD (2024)
Average workweek
40 hours
Payroll Cycle
Monthly
Tax due date
30 April
Corporate tax
19.00%
Employer contributions
19.21% to 22.41% of salary
Average employee tax rate
12.00% to 32.00%
What is an Employer of Record
An Employer of Record (EOR) serves as a reliable partner for companies looking to hire global talent without the complexities of setting up a local entity. Essentially, the EOR takes on the official employer role for your hires, managing the often complicated legal and administrative tasks that come with international employment. The major advantage? You can expand into new markets without the burden of establishing a legal presence in the country.
For businesses aiming to enter markets like Poland, working with an EOR eliminates the lengthy and intricate process of creating a local entity. Instead, you gain immediate access to Poland’s skilled workforce, while your EOR partner handles everything—from payroll and tax compliance to adhering to local employment laws. With an EOR by your side, the hiring process is smooth and fully compliant with local regulations, allowing you to focus on growing your team across borders.
Here you can find a much more in-depth guide on what an Employer of Record is here.
Pros and Cons of EORs vs. Setting up a legal entity in Poland
As with any business decision, both options have their pros and cons. Below, we outline the key advantages and drawbacks of using an Employer of Record (EOR) compared to setting up your own legal entity in Poland. This will give you a clear view of the differences, helping you make an informed choice for your business expansion.
| Factor | Employer of Record (EOR) | Legal Entity Setup |
|---|---|---|
| Setup Time | ✓ Quick setup in weeks. | ✘ Takes months to establish. |
| Initial Cost | ✓ Low upfront costs. | ✘ High initial investment required. |
| Ongoing Cost | ✓ Moderate (EOR fees + employee costs). | ✘ Variable, often higher ongoing costs (operational, compliance). |
| Complexity | ✓ Low, as EOR manages administrative tasks. | ✘ Requires local expertise and moderate administrative work. |
| Compliance Management | ✓ Handled by EOR (payroll, taxes, social security). | ✘ Responsibility falls on the company, needing legal expertise. |
| Language Barrier | ✓ Managed by EOR (local language issues handled). | ✘ Less of an issue in many countries, but may require local support. |
| Scalability | ✓ Highly flexible, easy to add or remove employees. | ✘ Less flexible, requires legal procedures for changes. |
| Local Expertise Required | ✓ Minimal, EOR provides necessary guidance. | ✘ Extensive local expertise and advisors required. |
| Risk | ✓ Lower, EOR assumes employer liabilities. | ✘ Higher, company bears legal and financial risks. |
Why Use an Employer of Record in Poland?
Expanding your business into Poland is a smart move. Poland is a well-developed, highly educated, and rapidly growing market with plenty of opportunities. Not to mention, Poland has a competitive labor market that’s attracting global businesses. But like any new market, it comes with challenges—challenges you can overcome with the help of a reliable Employer of Record (EOR).
Here’s why using EOR services in Poland can be a game-changer for your expansion:
Simplified Compliance
Navigating Poland’s labor laws can be complex. EORs handle all compliance aspects, ensuring your business adheres to local regulations without a hitch. Labor laws and regulations can be difficult to follow, but having an EOR in Poland keeps you up to date and on track with legal requirements.
Cost-Effective Expansion
Setting up a local entity is expensive and time-consuming. EOR services offer a cost-efficient alternative by managing all employment responsibilities for you. This helps save both money and valuable resources, allowing you to focus on other aspects of your business.
Access to Polish Talent
Poland boasts a highly educated and skilled workforce. EOR services make it easier to hire and manage local talent without needing to set up a full HR department. This gives you immediate access to Poland’s talent pool without the complexities of a traditional setup.
Administrative Relief
Managing payroll, taxes, and benefits in Poland can be overwhelming for companies unfamiliar with local procedures. EORs take care of these essential administrative tasks, giving you and your team the freedom to focus on core business activities without the headaches of local bureaucracy.
Risk Management
EORs take on the legal responsibilities tied to employment, significantly reducing your company’s risk while ensuring smooth and compliant operations. By using an EOR in Poland, you can streamline your expansion and reduce risks, making the entire process faster and more efficient.
Now that we’ve covered some of the main benefits of using an Employer of Record in Poland, let’s dive into the top EOR providers available to help guide your expansion into this exciting market!
The best EOR providers For Poland
Many trusted Employer of Record (EOR) providers operate in Poland, offering seamless workforce management while ensuring compliance with Poland’s labor regulations. Below is a selection of the top-ranked EOR services in Poland to help streamline your hiring and expansion efforts.
- Multiplier: Renowned for its extensive global employment services, providing tailored solutions for businesses expanding internationally.
- Deel: Features a highly intuitive platform that simplifies the process of hiring, onboarding, and managing international teams across various regions.
- Oyster HR: Delivers a fully automated global employment platform, enhanced by robust local expertise to ensure compliance and smooth operations.
- Remote People: Remote People is a global Employer of Record (EOR) covering 150+ countries.
Unusually for an EOR, they also provide direct recruitment and executive search in all locations.
Prices start from $199 per employee, per month.
Ranked #1 for “Ease of Use” in the EOR category on G2.
Lano: Known for its scalable global employment solutions, Lano offers businesses an all-in-one platform for managing payroll, compliance, and workforce expansion across multiple countries. Horizons: Provides expert global hiring and EOR services, focusing on simplifying international expansion while ensuring compliance with local labor laws and regulations in each market.
- Infotree Global: Offers comprehensive global employment solutions, providing businesses with efficient EOR services that ensure compliance and seamless workforce management across multiple regions.
- Papaya: Offers standard payroll and workforce management services, with automated solutions that help businesses handle basic compliance needs across a limited number of countries.
How Does EOR Service Work in Poland?
Using an Employer of Record (EOR) service in Poland simplifies the process of hiring and managing employees without the need for setting up a local entity or hiring a team of legal and HR experts. Here’s how it works:
Consultation and Contracts
The EOR begins by understanding your business needs and then prepares employment contracts that comply with Polish labor laws.
Onboarding and HR Support
They handle everything from collecting necessary documents to setting up payroll, while also providing ongoing HR support to ensure smooth management of employee relations.
Payroll, Benefits, and Compliance
The EOR takes care of payroll, benefits, and guarantees full compliance with Poland’s local laws, ensuring you don’t have to worry about taxes or regulations.
Termination Handling
If required, the EOR will manage the termination process, making sure it is handled legally and fairly. Terminating an employee contract in Poland can be complicated if not done properly, so having an EOR to manage the legalities can save you time, effort, and potential costs.
Difference Between EOR and PEO
You may have heard of PEO (Professional Employer Organization) services before, but how do they compare to an Employer of Record (EOR)? While both models help businesses manage their human resources, there are key differences between the two that are important to understand.
The EOR is the Legal Employer
In Poland, the EOR acts as the legal employer, handling all employment-related legal and administrative duties, including payroll, taxes, and compliance with Polish labor laws. With a PEO, however, the client company remains the legal employer, while responsibilities like payroll and benefits management are shared between the company and the PEO provider.
To use a PEO you Need to Have an Entity in Poland
A PEO typically requires the client company to have a local entity in the country, whereas an EOR allows businesses to hire employees in countries where they do not have a legal presence.
The Services Provided are Different
Both EOR and PEO services in Poland offer payroll, benefits administration, and compliance management. However, for companies looking for a more hands-off approach—where the legal complexities are fully outsourced—an EOR in Poland is often the preferred option, especially for businesses expanding without establishing a permanent presence.
Learn more about the Difference between PEO and EOR
For a more detailed look at the differences between EOR and PEO, check out our article below. It provides key insights to help you decide which model is the best fit for your company’s global hiring strategy. But keep in mind, a PEO service will only work if you have an entity in Poland!
Top providers such as Deel and Multiplier offer both EOR and PEO services, giving businesses the flexibility to expand internationally while managing payroll, compliance, and workforce administration smoothly.
Understanding EOR Pricing Models
When considering an Employer of Record (EOR) service, understanding the various pricing models is crucial. Each of them has its benefits and drawbacks. Here’s a concise overview of common EOR pricing models:
Charges a percentage of the employee’s salary.
Pros: Transparent, aligns with employee compensation.
Cons: Costs can rise with higher salaries.
Percentage-Based Fees are most common with small to medium EORs and Employers of Record that take a more personal and custom approach. Percentage-Based Fees is one of the most common pricing models.
Fixed monthly fee per employee.
Pros: Predictable costs, easier budgeting.
Cons: May be less cost-effective for lower-salary employees
Flat Monthly Fees are common with large global EORs.
These Employers of Record often are well established players on the market, such as Multiplier.
Flat fee model is one of the most common pricing models along with Percentage-Based Fees.
Fees based on salary tiers or number of employees.
Pros: Flexible, potentially cost-effective.
Cons: Can be complex to predict exact costs.
Often paired with one of the other pricing models, for example the percentage-based fee becomes lower the more employees you onboard. However it can be found as a stand-alone pricing model, but not as comon.
Tailored pricing based on specific needs.
Pros: Customizable, tailored to requirements.
Cons: Requires detailed discussions, less initial transparency.
Custom pricing is very rare among the biggest players on the market. More knowledge about EOR is often needed to get a good deal working with a custom model.
Charges based on actual usage.
Pros: Pay for what you use, flexible.
Cons: Harder to budget long-term.
Pay-As-You-Go is probably the rarest pricing model and is more often seen in variants of Employer of Record solutions. You are not very likley to encounter this type of pricing structure.
Doing Business in Poland - A Detailed Overview
Poland, as a gateway to Central and Eastern Europe, is an excellent choice for companies looking to expand internationally. With its rapidly growing economy, skilled workforce, and a reputation for stability, Poland offers a business-friendly environment that supports growth and development.
Key Economic Overview
Poland’s GDP reached approximately $780 billion in 2023, driven by strong industries such as manufacturing, IT, automotive, and financial services. The country enjoys a stable annual growth rate of 3.5%, and an inflation rate of 7.3% reflects ongoing efforts to balance economic growth with price stability. Poland is a major exporter in Europe, particularly in machinery, electronics, and furniture, benefiting from its central location and well-established trade links within the European Union.
Benefits of Doing Business in Poland
Poland’s corporate tax rate, set at 19%, is competitive within the EU. The country’s robust infrastructure—including high-quality road and rail networks, and an extensive digital infrastructure—ensures smooth business operations. Additionally, Poland actively promotes foreign investments and innovation, offering government incentives like grants, tax reliefs, and support for R&D initiatives, making it attractive for businesses involved in technology, renewable energy, and logistics.
Poland’s Workforce and Employment Landscape
Poland has a highly educated, multilingual workforce, ideal for industries such as IT, engineering, manufacturing, and finance. The country’s labor force exceeds 16 million, with particular strength in tech and manufacturing sectors. Poland’s education system and vocational training programs have contributed to a highly skilled talent pool, making the country a growing hub for innovation and tech development in Europe. This combination of talent and competitive labor costs makes Poland a top destination for businesses looking to scale.
Working Hours and Leave Policies
In Poland, standard working hours are set at 40 hours per week, and employees are legally entitled to 20 days of paid annual leave if they have less than 10 years of experience. This increases to 26 days for employees with more than 10 years of work experience. Overtime is compensated at 150% of the regular wage for weekdays and 200% for weekends and public holidays.
Poland also has family-friendly leave policies. Parental leave can last up to 32 weeks, and it can be shared between both parents. In addition, maternity leave for mothers is 20 weeks, with 14 weeks being mandatory.
Labor Market and Contracts
In Poland, written contracts are required and must include crucial information such as the salary, job title, duties, and working hours. There are three main types of employment contracts: permanent, fixed-term, and trial contracts. A trial period contract in Poland typically lasts for up to three months.
The Polish Labor Code serves as the backbone for employment laws in the country, governing everything from employee rights to termination procedures. Unlike some other countries, Collective Bargaining Agreements (CBAs) are uncommon in Poland, as labor unions do not have widespread influence. Instead, employment regulations are largely shaped by statutory labor laws and internal company policies.
Payroll and Taxation in Poland
Poland has a progressive tax system, and payroll regulations are designed to support both employees and employers. The country uses a Pay-As-You-Earn (PAYE) system for taxation, ensuring that employers withhold taxes directly from employee wages. Income tax rates are 12% for annual income up to 120,000 PLN, and 32% for income beyond that.
In addition to tax obligations, employers and employees must contribute to social security and healthcare systems.
Employer Contributions
Employers in Poland are required to contribute between 19.21% and 22.41% of an employee’s gross salary to the Social Insurance Institution (ZUS). The breakdown includes:
- Pension Contributions: 9.76%
- Disability Insurance: 6.5%
- Sickness Insurance: 2.45%
- Accident Insurance: 0.67% to 3.33%, depending on the risk level of the workplace
These contributions are vital for providing employees with access to pensions, healthcare, and unemployment benefits. The ZUS system in Poland is well-regulated, ensuring that workers are covered in cases of illness, injury, or retirement.
Employee Tax Obligations
Employees in Poland are taxed progressively, and they contribute 9% of their salary towards healthcare insurance. The healthcare system in Poland is comprehensive and ensures citizens have access to necessary medical care.
Additionally, employees must contribute to pension and disability funds, as well as unemployment insurance, providing a safety net in case of job loss or medical emergencies. In 2024, the social security contributions for employees include:
- Pension: 9.76%
- Health Insurance: 9%
- Unemployment Insurance: 1.5%
- Disability Insurance: 1.5%
Poland’s welfare system ensures long-term security for employees and access to healthcare services through their mandatory contributions.
Employee Benefits in Poland
Poland’s labor laws ensure that employees receive a wide range of benefits, contributing to a balanced work-life environment and providing comprehensive support for workers and their families. These benefits include paid leave, parental leave, sick leave, and more, aligning with Poland’s commitment to social security and employee welfare.
Paid Leave and Public Holidays
Polish law entitles employees to 20 days of paid vacation annually if they have been employed for less than 10 years, or 26 days if they have more than 10 years of service. In addition, Poland observes 13 public holidays, including Christmas, Easter, and Constitution Day. Public holidays do not transfer to weekdays if they fall on weekends, except for January 1st (New Year’s Day)
Parental Leave and Childcare Support
Poland offers a generous parental leave policy, allowing new parents to take up to 32 weeks of paid parental leave. This can be shared between both parents, and the leave can be taken flexibly. Mothers are entitled to 20 weeks of maternity leave, with 14 weeks being mandatory. Fathers are also granted two weeks of paternity leave. The system is designed to support working families, offering flexibility in how leave is used.
Sick Leave
In Poland, employees who are unable to work due to illness are entitled to 80% of their salary for the first 33 days (paid by the employer). For employees aged 50 and over, this period is shortened to 14 days. After this period, the Polish Social Insurance Institution (ZUS) steps in to provide sickness benefits, ensuring continued support during illness or injury.
Navigating the Hiring Process in Poland
Poland’s hiring process is straightforward and transparent, with a strong focus on compliance with labor laws and fair treatment of employees. Employers often use job portals, recruitment agencies, and university partnerships to source talent. Poland’s growing job market, particularly in sectors like IT, engineering, and manufacturing, provides ample opportunities for businesses to find skilled workers.
Ensuring Compliance through EOR Services in Poland
Hiring and managing employees in Poland requires strict compliance with local labor laws, tax regulations, and employment policies. Employer of Record (EOR) services, such as those offered by providers like Multiplier or Deel, help companies handle the complexities of hiring in Poland.
These EOR providers ensure full compliance with Polish labor laws by managing tasks such as payroll, taxes, contracts, and employee terminations. By taking on these responsibilities, EOR services reduce legal risks, save time, and allow businesses to focus on their core operations while ensuring they remain compliant with Polish regulations.
Simplifying Polish Work Culture and Language Barriers with EOR
Poland’s work culture emphasizes professionalism, productivity, and transparency, which may be challenging for foreign businesses unfamiliar with local customs. An EOR provider helps navigate these cultural differences, ensuring smooth communication and compliance with local requirements—allowing you to focus on growing your business without worrying about language or cultural barriers.
Total Cost of Employment in Poland
When calculating the total cost of employment in Poland, employers must consider salaries, taxes, social security contributions, and additional benefits. These costs ensure that employees are well-supported, and companies can operate effectively within Poland’s legal and social framework.
Typical Employer Costs
Employers in Poland should budget for approximately 19.21% to 22.41% on top of an employee’s gross salary for social security contributions, which include:
- Pension contributions
- Health insurance
- Disability and sickness insurance
- Unemployment insurance
- Accident insurance
In addition, employers should consider costs related to paid leave, overtime, and other contractual obligations under Polish labor laws.
Total Cost of Employment Calculator
We have created a Total Cost of Employment Calculator for Poland. Keep in mind that this is an estimate, designed to calculate the total cost of employment in Poland and estimate the cost of using EOR services. This tool will help you get a rough idea of the cost of employing someone in Poland and what it would cost to stay compliant with local laws.
The calculator also outlines the various contributions the employer must make, such as for social security, healthcare, and various taxes. It can also be used to estimate how much an employee will receive net after all taxes and deductions in Poland.
Total Cost of Employment Calculator
Results
Gross Pay
Gross Monthly Salary: PLN
Deductions
Income Tax: PLN
Social Security Contribution: PLN
Net Salary: PLN
Employer Costs
Total Employer Contributions: PLN
Approx. EOR Fee: 1500 PLN
Challenges of Hiring in Poland
While Poland offers a favorable environment for businesses, hiring in the country comes with its own set of challenges. Understanding these obstacles is essential for companies aiming to build and manage a successful workforce in Poland.
Key Hiring Challenges
Polish labor laws are strict, particularly around employment contracts, working hours, and employee rights. Employers must adhere to regulations on probation periods, notice periods, and termination processes, all governed by the Polish Labor Code. Unlike some other countries, Collective Bargaining Agreements (CBAs) are not widely used in Poland, but labor protections are comprehensive through statutory law.
Managing payroll can be complex due to mandatory employer contributions to social security, pensions, and other welfare benefits. However the EOR will take care of all of that for you.
Additionally, recruitment in Poland can be competitive, especially in high-demand industries like IT, engineering, and finance. Employers often need to conduct multi-step recruitment processes and thorough evaluations to secure the best talent in the market.
Cultural Considerations
Polish workplace culture emphasizes professionalism, productivity, and a balance between work and personal life. Maintaining a healthy work-life balance is important, and employers should also understand the significance of paid leave and parental benefits in Poland. Ensuring that employee expectations regarding sick leave, vacation, and flexibility are met is crucial for successful hiring and retention in the Polish market.
Benefits of Using an EOR in Poland
For companies expanding into Poland, partnering with an Employer of Record (EOR) simplifies the hiring process and ensures compliance with local laws. Here are the main advantages:
Risk Mitigation
By managing terminations, severance, and ongoing compliance, an EOR reduces the risk of employment disputes and legal penalties. They ensure adherence to Polish labor laws, protecting your company from potential liabilities.
Cost-Effectiveness
Using an EOR eliminates the need to establish a local entity, reducing operational costs. They handle payroll, social security, and tax contributions, streamlining administrative tasks while keeping your business compliant and controlling costs.
Fast Market Entry
An EOR allows companies to hire employees quickly without the delays of setting up a legal entity. They manage work permits, onboarding, and local compliance, allowing you to establish a presence in Poland swiftly and focus on growth.
Choosing the Right Employer of Record in Poland
Selecting the right Employer of Record (EOR) provider is crucial for ensuring a smooth expansion into Poland. Here are some important factors to consider:
Polish Labor Law Expertise
Ensure the EOR has a strong understanding of Polish employment laws, including tax regulations, social security, and worker protections, to avoid compliance issues.Service Flexibility
Look for an EOR that offers a full range of services, including payroll, benefits administration, and contract management, tailored to your business needs.Cost Transparency
Compare pricing models to ensure the EOR’s services fit within your budget. Be sure that there are no hidden fees and that the cost structure aligns with your business size and operations.Technology and Efficiency
Choose an EOR with a reliable platform that supports automated payroll, compliance tracking, and reporting. Scalable solutions will help your business expand smoothly.Customer Support
Evaluate the EOR’s customer support, ensuring they provide localized help in Poland with quick response times and support across time zones.Local Presence
Working with an EOR that has a direct presence or partnerships in Poland provides deeper local insight and faster resolution of any regulatory issues.
Choosing the right EOR for your business in Poland is essential to ensure compliance, streamline operations, and support your growth plans. We’ve already listed some of the best EOR providers in Poland at the beginning of this article. All are highly reputable, but if we had to narrow it down to the top five, they are listed below in order of our ranking.
Top 5 EOR Providers for Poland
EasyEOR: A locally focused Employer of Record in Poland, recognized for its fast onboarding, full compliance management, and hands-on HR support. Ideal for companies hiring directly in Poland without opening a local entity.
Remote People: A global EOR operating in 150+ countries, offering compliant employment and payroll in Poland alongside executive search and direct recruitment services. Prices start from $199 per employee, per month.
- Multiplier: Renowned for its extensive global employment services, providing tailored solutions for businesses expanding internationally.
- Deel: Features a highly intuitive platform that simplifies the process of hiring, onboarding, and managing international teams across various regions.
- Oyster HR: Delivers a fully automated global employment platform, enhanced by robust local expertise to ensure compliance and smooth operations.
- Remote People: Remote People is a global Employer of Record (EOR) covering 150+ countries.
Unusually for an EOR, they also provide direct recruitment and executive search in all locations.
Prices start from $199 per employee, per month.
Ranked #1 for “Ease of Use” in the EOR category on G2. Lano: Known for its scalable global employment solutions, Lano offers businesses an all-in-one platform for managing payroll, compliance, and workforce expansion across multiple countries.
Multiplier
Deel
Remote People
Oyster HR
Learn More
We encourage you to visit their websites and learn more about them all, to see which fits you best
Lano
Explore EOR Guides in Neighboring Markets
Conclusions
Expanding your business into Poland with the help of a trusted Employer of Record (EOR) is a smart and strategic decision. Our comprehensive guide explains how an EOR can simplify your entry into the Polish market by managing compliance, payroll, and HR tasks, while saving you time and resources. If you’re ready to streamline your international expansion, selecting the right EOR provider is crucial.
At EORquotes.com, we’ve made it easy to find the perfect EOR partner for your needs. Our expert reviews and in-depth guides compare the top EOR providers, breaking down their services, pricing models, and customer feedback. Don’t leave your expansion to chance—explore our detailed reviews to make an informed decision and secure the best deal available.
Let EORquotes.com guide you through a hassle-free selection process, so you can focus on growing your business while we handle the complexities of international hiring. Start now and find the best EOR provider for your business needs in Poland!
Frequently Asked Questions (FAQs)
Why should I use an EOR service in Poland?
How does the EOR process work in Poland?
What are the benefits of using an EOR service?
How do I choose the right EOR provider in Poland?
What are the costs associated with using an EOR service in Poland?
How quickly can I start employing through an EOR in Poland?
Is it legal to use an Employer of Record in Poland?
What happens if there are issues with compliance?
Can the EOR handle both full-time and part-time employees in Poland?
How does data protection work when using an EOR in Poland?
What is the process for switching from one EOR provider to another in Poland?
How do EOR services in Poland manage employee benefits and pensions?
Are there specific regulations for hiring foreign employees through an EOR in Poland?
How do I get started with an EOR in Poland?
