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How to hire remote employees in
No matter where you’re based out of, we can tell you one thing: Poland has different labor laws than your home country (unless your home country is Poland, that is). If you don’t do things right, you’ll be putting your company at the risk of fines—and risk losing the talent you brought onboard. Fortunately, doing things right is pretty easy if you take the right route.
If you want to successfully hire in
Poland
, you have two options:
Laws about hiring contractors are significantly more simple in
Poland
. Onboarding talent takes days, not weeks or months. Both you, the company, and your talent have more flexibility. And in many cases, since you’re remote, the talent you’re hiring is better classified as a contractor, anyway. Of course, it’s not possible in every case, but it’s what we built Thera for.
This is the long route. You can either establish a physical presence with an entity and register as an employer, or you can use an Employer-of-Record (EOR) solution. Odds are, you’ll find using an EOR to be the easier route. Still, using an EOR in
Poland
is expensive—it can often be $500 per month per employee—and sometimes prone to lengthy onboarding times.
Hiring contractors is normally the easier, faster, more flexible choice—but don’t just take it from us. Below are the specific benefits and drawbacks to hiring contractors in
Poland
.
Hiring employees takes months, at the minimum. When you hire with Thera's locally-generated contracts, it’s a matter of days or weeks. This means you can hire the best talent, fast, without losing them to a hellish procession of paperwork.
It costs just $0 to sign up for Thera, then $25 per month to hire your contractors with Thera. If you hired employees manually (or did contracting on your own), you’d likely be on the hook for thousands of dollars each month. Setting up an entity alone can cost tens of thousands of dollars.
Hiring contractors in
Poland
means you’re generally not on the hook for things like health insurance and paid time off. This makes hiring flexible for you, and it gives your talent more options.
Hiring employees is a bigger commitment, and can open you up to increased liabilities and regulations. When you hire contractors overseas, your biggest risk is misclassification—but laws surrounding contractor classification are often significantly more straightforward.
The contractor life isn’t for everyone—some people want the security that being an employee often appears to provide. Though it’s rare, this does happen, and it’s one disadvantage of manage an all-contractor team.
Most countries’ contractor-employer relationship laws stipulate that the employer can’t set fixed working hours, among other things. These laws give contractors more freedom over how and when they do their work than an employee would have. In reality, however, most contractors are willing & able to work on the company’s schedule—it’s a matter of setting expectations beforehand.
If you’re hiring contractors in
Poland
, you can pay them with Thera in a single click. You won’t need to worry about complicated wire transfers, fees, or currency conversions. We’ll take care of it all. Just make a click and your contractor will get paid in their currency of choice. This is a valuable bonus for talent in countries where the local currency is particularly weak—most people appreciate the ability to receive their payment in stronger currencies.
If you’ve read up until this point, you’ll know that it’s easier, cheaper, and more flexible to hire contractors in Poland than employees. Still, there are valid reasons why you might want to hire employees instead. The content below is for you—we’ll cover employer taxes and obligations in Poland
A full-time employee is entitled to 20 days of paid annual leave per year if employed with the same employer for less than ten years.
An employee is entitled to 26 days of paid annual leave once they have been in the same employment for more than ten years.
Unused annual leave days can be transferred to the following year but must be taken by September 30 of the following year. It is forbidden to pay employees for not taking their leave, except upon termination of employment.
13 public holidays.
Sick leave pay varies based:
Mothers are entitled to 20 weeks of maternity leave and can take up to 6 weeks prior to giving birth. Mothers are entitled to maternity leave regardless of the length of service with the current employer.
In addition, parents are entitled to 32 weeks of parental leave that can be granted to any of the parents. The leaves are at a rate of 100% for the first 26 weeks and at a 60%rate for the remaining weeks paid by the Social Security Institution (ZUS).
Employees that use both maternity leave and parental leave will receive an 80% allowance for the entire leave.
Parents are entitled to 36 months of unpaid leave until the child reaches the age of 6.
Child leave – 2 days or 16 hours to take care of a child that is 14 years old or less.
2 days leave for: employee’s child’s birth.
1 day leave for: employee’s child’s wedding.
Disability Leave: A person classified as having a severe or moderate degree of disability is entitled to an additional ten days of annual leave.
Military Leave: Employees are entitled to unpaid military leave to perform their duties.
The employee is entitled to leave of 1 day for the marriage of his or her child.
The employee is entitled to leave of 1 day for the death and funeral of his or her sister, brother, mother-in-law, father-in-law, grandmother, grandfather or any other person supported or directly care for by the employee.
Employment can be terminated by:
Notice during the probation period:
3 working days’ notice – if the probationary period is up to 2 weeks;
1-week notice – if the probationary period exceeds 2 weeks;
2 weeks’ notice – if the probationary period exceeds 3 months;
Notice for Temporary or Permanent employment:
2 weeks – if the employee was employed for up to 6 months;
1 month – if the employee was employed more than 6 months and less than 3 years;
3 months – if the employee was employed for 3 years or more.
Severance Pay Severance payment is given by employers who have at least 20 employees and the dismissal of the employee is through the fault of the employer.
1-month severance pay – less than 2 years of employment.
2 months’ severance pay – between 2 and 8 years of employment.
3 months’ severance pay – over 8 years of employment
No longer than 3 months.
Full time employment is considered 8 hours per day and 40 hours per week.
Hours worked above 8 hours per day and 40 per week are considered overtime. Weekly working hours including overtime cannot exceed 48 hours. Annual overtime cannot exceed 150 hours.
Employees will be compensated for overtime as follows:
200% for overtime work performed:
150% for overtime work performed:
Instead of paying for overtime employers may grant the employee time off work.
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