Do you want to hire an employee in Poland without a permanent establishment but need a polish payroll? IPS can help you hire and pay employees in Poland in compliance with the law, even without a polish branch or permanent establishment.

There are 2 ways you can hire someone in Poland without a permanent establishment:

  • Employer of Record (Poland) – this is where your employee is employed directly by us and deployed to you full time. This is also known as employee leasing in Poland.
  • Direct employment in your company but with payroll accounting according to Poland law by registering your company as a foreign employer.

Both employment options offer their advantages and disadvantages. Contact us to find out which one suits your project better. We will be happy to advise you and find the best solution for your company.

IPS is your global payroll solution for a successful and fast international expansion without a permanent establishment.

Remote Work Full Time from Poland – Information for Hiring Employees in Poland

To ensure that you succeed in your first go abroad, IPS as your international payroll partner is here to assist you with the correct employment of your employees in Poland and the preparation of polish payroll in accordance with the laws of the country. Following is some information to help you understand the Polish payroll system.

Wage costs

Employer costs in Poland vary according to the personal situation of the employee and lay at between 19 and 23% on top of the gross salary.

If you do not have an office in Poland, you will need a service like IPS to calculate and pay these additional employer costs correctly according to polish law. With international payroll in Poland from IPS, you can ensure that your employee is paid compliantly according to polish law.

International payroll services in Poland ensures compliance with polish employment law.

As your international payroll service in Poland, we make sure you are equipped with the information you need. 


All employees are entitled to paid sick leave linked to the number of years completed service and the employee’s age, as specified in the employment contract.  

Employees less than 50 years old are entitled to up to 33 days paid sick leave, paid by the employer.  Should the sick leave continue past day 33, Social Security (ZUS) will take on the payments from day 34 onwards.

Employees older than 50 years old are entitled up to 14 days paid sick leave, paid by the employer.  Should the sick leave continue past day 14, Social Security (ZUS) will take on the payments from day 15 onwards.

Sick leave is paid at 80.00% of the allowance basis or 100.00% of the allowance basis if the illness occurs during pregnancy or is caused by an accident on the way to or from work. Sick leave caused by an accident at work or due to the employee’s sick child /sick relative is also paid for by Social Security (ZUS).

Vacation and public holidays

In Poland, an employee receives 20 or 26 days of paid annual leave, depending on their working experience:

  • employees who have worked less than 10 years are entitled to 20 days of annual leave
  • employees who have worked 10 years and more are entitled to 26 days of annual leave

Poland has the following public holidays:

  • New Year’s: 1 January.
  • Epiphany: 6 January
  • Good Friday: Friday before Easter
  • Easter Monday: the Monday after Easter
  • Labour Day (Swieto Pracy): 1 May.
  • Constitutation Day (Swieto Konstytucji): 3 May
  • Corpus Christi: 8 June
  • Assumption Day (Swieto Wniebowziecia): 15 August.
  • All Saint’s Day (Dzien Wszystkich Swietych): 1 November.
  • Independence Day (Swieto Niepodleglosci): 11 November
  • Restoration of Independence Day (Restauração da Independência): 1 December.
  • Christmas: 25 December.
  • Boxing Day: 26 December

Probationary period/termination

In Poland, a probation period of a maximum of 3 months can be agreed upon.

During the probation period, the length of the notice period depends on the length of the probation period. It amounts to:

  • 3 working days if the probation period does not exceed 2 weeks;
  • 1 week if the probation period is longer than 2 weeks;
  • 2 weeks if the probation period is 3 months.

The length of the notice period after the probation period is as follows:

  • 2 weeks if the employee has been employed for less than 6 months,
  • 1 month if the employee has been employed for at least 6 months,
  • 3 months if the employee has been employed for at least 3 years.

As your international payroll company in Poland, we will ensure that you comply with the legal framework when giving notice.

Other countries