Starting June 1, 2025, Poland introduced major updates to how companies hire and manage foreign employees. The main goal: make the process faster, digital, and more transparent.

1. Everything Goes Online

Employers can now handle all foreign employment formalities online through the Praca.gov.pl portal — from applying for work permits to sending documents. This means no more paperwork and faster processing.

2. No More Labour Market Test

Poland has removed the requirement to check if local workers are available before hiring foreigners. This simplifies hiring for most jobs, but local restrictions could still appear if the market changes.

3. New Reasons for Permit Refusal

Authorities can now deny a work permit if:

1. The employer fails to pay taxes or social contributions,
2. The company blocks inspections,
3. The employee doesn’t start work on time, or
4. The job offer doesn’t meet minimum working hours.

4. Posting Workers to Poland

Foreign companies sending employees to Poland must now employ them before posting. For intra-company transfers, there must be direct capital links between the sending and receiving companies — “sister” companies don’t qualify.

5. New Employer Reporting Duties

Employers must report through Praca.gov.pl:

1. When a foreigner starts or stops work,
2. Any major job changes (position, work location, company name, etc.),
3. And submit a copy of the employment contract before work begins.

Not reporting may result in fines up to PLN 5,000.

6. Stricter Residence Rules

Foreigners on certain visa types (e.g., tourism, studies, training) can no longer apply for a temporary residence and work permit. Also, applications may be refused if the person is in Poland only on a Schengen visa or residence permit from another country.

Poland’s 2025 reform aims to simplify hiring while improving compliance and transparency. Employers should adjust quickly to digital tools and new reporting duties to avoid penalties.

Remoly — Your Global EOR & Employer of Record Partner

Serving 100+ Countries & Regions Worldwide

* This article is for informational purposes only and does not constitute legal advice. For specific compliance guidance, consult a qualified professional.