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Hire great talent via an employer of record in Poland – EOR

Hiring staff via an employer of record in Poland is particularly popular thanks to the abundance of skilled talent available at competitive rates.
Stock photo of Wroclaw to accompany article on employer of record in Poland EOR

For anyone looking to rapidly onboard skilled overseas professionals at competitive rates, hiring via an employer of record in Poland could be a good option. Because an EOR in Poland can have staff in place in only the time it takes to find them and will also take care of managing their payroll.

Your employer of record in Poland will have an established recruitment network and a good understanding of the best local educational programs and locally based firms to look out for on candidate resumes. Meaning that you can have top local talent reporting directly to you in weeks, if not days.

With your EOR in Poland drawing up the contracts and dealing with administrative processes, you will also be able to operate knowing that no compliance issues are going to arise.

Note that an employer of record (EOR) can also be referred to as a professional employer organization (PEO), and while some providers differentiate between those services, they are effectively the same and the terms are often used interchangeably.

SEE ALSO: Why use a PEO? 4 great reasons to consider

If you are interested in quickly hiring professionals via an employer of record in Poland, contact us now to find out more about how we can assist you.

A Serviap Global map of Poland to accompany article on hiring via an employer of record in Poland / EOR in Poland.
An employer of record in Poland can find and hire staff for you

Poland attracts considerable attention among companies interested in hiring overseas professionals via an EOR, precisely because of the talent on offer in this rapidly growing European Union country.

Poland’s economy has almost quadrupled in size since the turn of the century, according to World Bank data, with prosperity increasing at a similar rate.

Today the country has a fast-growing tech scene that is home to a number of successful startups and attracted US $856 million in funding in 2021 and a further US $594 million in the first three quarters of 2022. Poland’s supply of tech talent has made it a particular draw for companies seeking IT professionals overseas.

Especially because of the high level of English spoken in the country, with Poland ranked 13th globally in the 2022 EF English Proficiency Index, which rates the country as having “very high proficiency”.

Poland also has a large agriculture sector, as well as being home to a massive and growing renewables industry, with the country’s wind power capacity having increased almost four-fold between 2012 and 2021, to make it the 17th largest wind power producer in the world.

While Poland became a member of the European Union in 2004, it did not adopt the euro. Its own currency, the zloty (PLN), has generally retained a stable value against the euro since 2004.

What to expect from an employer of record in Poland?

An employer of record in Poland offers its clients the opportunity to hire professionals in the country without needing to set up their own local entity. The EOR takes care of payroll and other administrative matters, while those professionals report directly to the client.

That means it is possible to have the right people in place in only the time it takes to find them – something that an EOR in Poland will be able to help with, thanks to its established recruitment network.

While working with an employer of record in Poland will obviously come at a cost – usually charged on a monthly per employee basis — that will generally be less costly than setting up a local entity and employing people directly, as well as faster.

It also comes with a compliance guarantee, because an employer of record in Poland will ensure that all local laws are upheld, so there will be no risk of unexpected financial penalties or legal inconveniences.

Regulations that an EOR in Poland will take care of

An EOR in Poland will help to guarantee that the following employment regulations are properly enforced:

Contracts: according to the Polish Labor Code, employment contract must specify a range of information in order to be valid, including the details of the signatories, the type of contract and the period it will be in force for, as well as details of working conditions and remuneration.  

Hours: The standard working week in Poland is based on 40 hours of work over five days, which is equivalent to eight hours per day. While employees can work overtime, they generally should not work more than 48 hours per week.

Overtime: In Poland, overtime is generally paid at a rate of at least time and a half and often double the standard rate. Note that, by law, nobody should do more than 150 hours of overtime per year, which works out at slightly less than three hours per week — something an employer of record in Poland will be keeping track of.

Minimum wage: In 2023 the monthly minimum wage in Poland rose to 3,490 PLN (approximately US $801) — a 16% increase on the previous year. The minimum hourly wage, meanwhile, rose by a similar percentage, being set at 22.80 PLN (approximately US $5.23) from January, with a rise to 23.50 PLN (approximately US $5.39) coming into force in July 2023.

Vacations: Any employee who has provided at least one year of service is due 20 days of paid time off (PTO) per year, which rises to 26 days per year once they pass 10 years of service.

Parenthood leave: Under Polish law, paid maternity leave is based on the number of children a mother has, with 20 weeks granted for one child, 31 weeks for twins, 33 weeks for triplets, 35 weeks for quadruplets, and 37 weeks for any quintuplets or more. Paternity leave, meanwhile, is two weeks of full pay, which can be used in one block or divided into two individual weeks.

Sickness: In the case of sickness, sick leave is generally paid at a rate of 80% of an employees standard wage, anf employers must pay the first 33 days of sick leave for any employee aged below 50. For employees over that age, the employer must assume payment for their first 14 days of sick leave, after which it is assumed by Poland’s Social Security Office.

Note that leave due to sickness during pregnancy or an accident on the way to or from work is paid at 100% of the standard wage.

Public holidays: An employer of record in Poland will also take responsibility for making sure that all public holidays are properly obseved, with nine public holidays falling on normal work days (Monday to Friday) in 2023.

Terminations: An employee that is being terminated without just cause must be provided with a physical document providing written notice of their termination, totalling two weeks of notice for anyone who has worked for less than six months, one month of notice for between six months and three years of service, and three months of notice if they have worked for more than three years.

Compensation will generally stand at between two weeks and three months of pay, and is something your employer of record in Poland will be able to advise you on.

Serviap Global can be your employer of record in Poland

At Serviap Global, we are able to assist clients seeking international PEO / EOR services in over 100 countries worldwide.

We also offer global talent acquisition services to support clients with direct hires around the world.

We are a family-run business that started life in Mexico before expanding throughout Latin America, and subsequently growing beyond the region to open offices in Europe and Asia.

While our vision is global, we are committed to the sort of service excellence and individualised treatment that comes with working with a local provider.

If you are looking to hire via an employer of record in Poland, contact us today.

Or book a call with a sales executive working with companies based in your region.

If you were interested in this article about EOR in Poland, check out the rest of our coverage of the service. Or read more about us.

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