Significant changes to Poland’s immigration and employment laws came into force on June 1, 2025. These reforms bring new obligations for both employers and foreign nationals, aimed at tightening controls, improving compliance, and fully digitalizing the employment legalization process.
The key changes result from several new legislative acts adopted earlier this year, including amendments to the Act on Foreigners and the Act on Employment of Foreigners.
For companies employing foreign workers in Poland, the most important updates include:
Expanded Documentation Requirements: What Employers Must Collect
Before hiring a foreign national, employers must now collect additional personal details and documents:
- passport data (number, issue and expiry dates);
- PESEL number (if available), or date of birth and sex;
- valid residence document (visa, residence permit, etc.).
Now employers are also authorized to request evidence that the foreign national’s residence status remains valid throughout the entire employment period.
Mandatory Employment Contracts Before Work Starts
Every foreign employee must have a written employment contract signed before starting work, regardless of the employment basis (work permit or declaration of employment).
- If the contract is prepared only in a foreign language, a sworn Polish translation must be obtained and kept on file for the entire employment period plus two additional years.
- Bilingual contracts (e.g., Polish-English) do not require sworn translations.
- Employers must also provide foreign workers with written information, in a language they understand, about their right to join trade unions.
- The employment must cover at least 1/4 of full-time hours, and pay at least the national minimum wage, even for part-time roles.
New Contract Submission Obligation: Meeting the Deadlines
Employers are now required to submit copies of signed employment contracts to the relevant authorities electronically before the foreign national starts work:
- From July 1, 2025 – for declarations of employment (registered by Starosta);
- From August 1, 2025 – for work permits (issued by Voivode).
All submissions must be made via the official platform: praca.gov.pl.
New Reporting Obligations for Employers
Employers must notify the relevant authorities of any changes, including:
- If the foreign worker fails to start work within 2 months of work permit validity;
- If work is suspended for over 2 months;
- If employment ends more than 2 months before the permit’s expiry.
Such notifications must be submitted within 7 days of the circumstance’s occurence.
Additionally, for employees on temporary residence and work permits, employers must inform the Voivode within 15 working days if the employee loses their job.
Notifications regarding declarations of employment must be submitted:
- Within 7 days after the foreigner starts work;
- Within 14 days if the foreigner fails to commence employment.
Reporting Obligations for Foreign Workers
Foreign nationals holding temporary residence and work permits must inform the Voivode within 15 working days of:
- Changes in employer’s address, name, or legal form;
- Transfer of business or workplace to another employer;
- Switching from civil law contracts to employment contracts;
- Job title changes (if job duties remain the same);
- Increases in working hours (with proportional pay adjustments).
Certain Residence Titles No Longer Allow Employment
As of June 1, 2025, certain types of residence titles no longer allow legal employment, even if work permits or declarations are obtained:
- Visa-free travel (for nationals of countries to be specified by regulation);
- Visas for family visits, non-degree studies, medical treatment, or other personal reasons;
- Visas issued by other Schengen states;
- Stamp confirmations of pending work permit applications if the foreigner was not previously authorized to work.
Labor Market Test Abolished
The previous requirement to obtain the so-called Labor Market Test (Starosta’s Information) has been eliminated for:
- Work permits;
- Temporary residence and work permits;
- EU Blue Cards.
However, local authorities may publish lists of professions where issuing work permits will not be possible.
Full Digitalization of Procedures
As of June 1, 2025, all applications, notifications, and supporting documents relating to foreign employment must be submitted exclusively online via praca.gov.pl.
Submissions in paper form or via email will no longer be accepted.
What Steps Should Employers Take to Comply with New Polish Immigration Laws?
Given the scale of these changes, companies employing foreign nationals should:
- Review and update HR policies and hiring procedures;
- Provide training to HR staff on new compliance obligations;
- Consider engaging specialized legal counsel to assist with applications, notifications, audits, and training.
These comprehensive reforms mark a major step in Poland’s modernization of its immigration and labor system. Businesses employing foreign nationals should take proactive steps to ensure full compliance under the new legal framework.
Navigating Poland’s new immigration and employment regulations can be complex, but our law firm is here to help. Whether you are an employer looking to comply with the latest changes or a foreign worker needing assistance with your legal status in Poland, we offer comprehensive legal support tailored to your needs.
Our team specializes in immigration, work permits, employment contracts, and ensuring that all legal obligations are met.
Feel free to contact us – we would be happy to assist you in navigating the process and ensuring full compliance with the new regulations.
