Hiring employees in Poland can be a smooth process – as long as you understand the legal, financial, and practical requirements. This guide gives UK-based employers a clear overview of how hiring works in 2026, from choosing the right contract to handling costs and supporting international hires.
What Should You Know About the Polish Labour Market?
Poland maintains a stable and competitive labour market. In early 2025:
- 66 million people were actively employed;
- The unemployment rate stood at 2 percent;
- The average gross monthly salary was PLN 8,827.46 (around EUR 2,050);
- The minimum wage was PLN 4,666 gross per month or PLN 30.50 per hour.
The country continues to produce highly educated talent, with over 1.24 million university students. Additionally, foreign workers make up over one million of the workforce, adding flexibility and diversity to the hiring pool.
Which Type of Employment Contract Should You Use?
Polish law allows three standard types of employment contracts:
- Trial contract: Used to assess a new employee’s suitability, valid for up to three months.
- Fixed-term contract: Limited to three contracts or a total of 33 months with the same employee.
- Permanent (indefinite) contract: Offers the strongest job protection and is most commonly used.
Other civil law options, like B2B or mandate agreements, can be suitable in certain cases. However, if the working relationship includes elements like
- fixed hours,
- ongoing duties,
- or subordination,
a standard employment contract is required. Misclassification can lead to penalties and audits.
How Much Does It Cost to Employ Staff in Poland?
When setting salary expectations, it’s important to distinguish between:
- Gross salary (before tax and contributions).
- Net salary (employee’s take-home pay).
- Total employer cost (including contributions).
For example, a gross monthly salary of PLN 8,000 would result in:
- Net salary: approximately PLN 5,783.91.
- Employer cost: around PLN 9,758.40.
Employers are responsible for several statutory contributions, calculated as a percentage of gross salary:
- Pension: 9,76%
- Disability: 6,50%
- Accident insurance: 1,67%
- Labour Fund: 2,45%
- Guaranteed Employee Benefits Fund: 0,10%
- Employee Capital Plans (if applicable): 1,50%
Always base your budgeting and job offers on gross salary figures to avoid discrepancies.
What Are the Rules for Hiring Foreign Nationals?
EU and EEA citizens can work in Poland without restriction. For non-EU citizens, employers must secure:
- A work permit or use a simplified declaration procedure (depending on nationality).
- A national visa for entry.
- A temporary residence permit for longer stays.
Some groups, such as citizens of Ukraine, Georgia, Belarus, Armenia, and Moldova, benefit from simplified hiring procedures.
Employers supporting foreign hires should also assist with:
- Registering a PESEL number (national ID).
- Enrolling in healthcare.
- Navigating housing, banking, and other relocation needs.
This support can significantly improve the onboarding process and employee retention.
What Should Be Included in an Employment Contract?
In Poland, employment contracts must be signed before work begins. The contract must be in writing and include:
- Names and details of both parties;
- Job title and responsibilities;
- Start date and workplace;
- Working hours and salary;
- Contract type and duration, if applicable.
Only qualified electronic signatures are recognised for employment contracts. Standard tools such as DocuSign do not meet the required legal standard.
Incorrect use of contract types, especially using civil contracts when an employment contract is appropriate, may result in legal liability, inspections, or back payments. Employers should maintain clear records and seek legal advice when needed.
Need legal support with hiring in Poland?
Contact us at info@dudkowiak.com or visit www.dudkowiak.com for expert guides on employment contracts, foreign workforce procedures, and HR compliance in Poland.
