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Hire Employees in Poland

Key Takeaways

  • The vibrant Polish market offers international companies access to skilled, educated workforce with multilingual capabilities.
  • A deep understanding of Polish culture and business etiquette is crucial when hiring in Poland.
  • Familiarity with Poland’s labor laws and legal considerations can help international companies navigate the hiring process more efficiently.
  • Considering hiring methods such as Direct Hiring, Professional Employer Organization (PEO), or Employer of Record (EOR) can help in streamlining the process.

Why Should International Companies Hire Employees in Poland?

Poland has increasingly become a key player in the international business scene. The country’s growing economy, strong education system, and strategic location in Central Europe make it an appealing destination for businesses looking to expand internationally.

  1. Firstly, Poland boasts a highly educated workforce. With more than 500 higher education institutions, Poland’s educational system is rigorous and comprehensive. The country’s universities are known for their strong emphasis on STEM fields, producing graduates with advanced skills in areas such as IT, engineering, and mathematics.
  2. Additionally, Poles are generally proficient in multiple languages. English is widely taught in schools and is spoken fluently by many, particularly among younger generations. This linguistic capability makes communication smoother for international businesses and helps eliminate potential language barriers.
  3. The cost-effectiveness of hiring in Poland is another significant factor. Despite their high level of education and skills, Polish workers’ wages remain relatively low compared to Western European countries. This allows international companies to reduce labor costs without sacrificing quality.
  4. Finally, Poland’s strategic geographic location, acting as a bridge between Eastern and Western Europe, offers advantageous logistic and distribution opportunities.

What Are the Important Cultural Considerations When Hiring Employees in Poland?

Understanding cultural nuances can significantly improve the success of hiring and managing employees in Poland. The Polish culture values hierarchy, formality, and direct communication.

Polish business culture respects hierarchy, and decisions are often made top-down. Employees are generally not expected to challenge or question the decisions of their superiors.

In formal business settings, Poles use honorifics and surnames, indicating respect and professionalism. Therefore, it is essential for international employers to ensure that all communication maintains a level of formality.

Furthermore, Polish people appreciate direct communication. They tend to be straightforward and value honesty, which is reflected in their business dealings. It is important to be clear, precise, and transparent when communicating with Polish employees or candidates.

What Are the Important Legal Considerations When Hiring in Poland?

When hiring in Poland, international companies must adhere to the country’s labor laws. A few important legal considerations include:

  1. Employment Contract: Polish law mandates that an employment contract be made in writing, detailing terms of employment such as job description, salary, and working hours.
  2. Work Hours and Overtime: The regular workweek in Poland is 40 hours, spread across five days. Overtime is subject to higher pay, usually 50% more than the regular wage.
  3. Termination: The notice period depends on the length of employment. Employers must provide a minimum notice of two weeks for employees with less than six months of service and three months for employees with more than three years of service.
  4. Social Security Contributions: Employers are required to make social security contributions, which include pension, disability, and health insurance.

What Is the Best Method for Hiring Employees in Poland, Direct Hiring, PEO or EOR?

The best method for hiring in Poland often depends on a company’s specific needs and circumstances. Each approach – Direct Hiring, PEO (Professional Employer Organization), and EOR (Employer of Record) – has its benefits and challenges.

Direct Hiring gives full control over the hiring process, from candidate selection to contract negotiation. However, it requires a deep understanding of Polish labor laws, tax regulations, and cultural nuances.

On the other hand, using a PEO or EOR can simplify the process. A PEO becomes a co-employer and manages HR tasks such as payroll, benefits, and compliance, while the company maintains control over employee management. An EOR goes a step further, legally employing workers on behalf of the company and handling all aspects of HR management.

For smaller businesses or those new to the Polish market, using a PEO or EOR can be a good strategy as it minimizes risk and ensures compliance with local laws.


In conclusion, Poland presents an attractive opportunity for international businesses looking to expand their operations. It offers a highly educated and multilingual workforce, favorable business environment, and cost-effective labor. However, successful hiring requires a clear understanding of Polish business culture and labor laws.


The recruitment process in Poland is not drastically different from other European countries. It usually involves job advertising, resume screening, interviews, and finally, job offer and contract signing. Polish candidates generally expect a formal and transparent hiring process.

Polish employees are entitled to several benefits, including paid annual leave (20 to 26 days depending on length of service), maternity and paternity leave, sick leave, and public holidays. Employers also need to contribute to their employees' social security, which includes health, pension, and disability insurance.