Currency: Polish Zloty (zł, PLN)

Language(s): Polish

Employer Costs: Vary depending on salary and benefits

Termination Complexity: High

Onboarding Timeline: 3 business days*

Payroll Frequency: Monthly

Mandatory Benefits: Public healthcare, retirement & pension, accident insurance, disability insurance, sickness insurance, life insurance and workers’ compensation.

Supplementary Benefits: Private healthcare, dental insurance.

Public Health Insurance is funded through Employee contributions

to the State processed via payroll.

It is not a requirement to offer supplementary Health Insurance in Poland although a very sought after benefit by employees. Our OmniEntity offers a supplementary Health Insurance plan including Dental. Dependents can be covered at the employee cost.

State Retirement benefits are funded via the Employer and Employee Social Insurance contributions processed via payroll. In addition it is a requirement for employers to provide a supplementary Employee Capital Plan known locally as a PPK.

It is not common to provide supplementary retirement benefits above the required PPK plan in Poland. Employees usually focus on the salary and Health Insurance. Our OmniEntity provides the required PPK where employees are automatically enrolled upon employment start date.

The required employer and employee contributions to State Social Insurance covers, death, disability, sickness, maternity benefits and workers compensation. These are processed through deductions via payroll.

Indefinite

Fixed-term

Full-time

Part-time

Written employment contracts are mandatory and should outline the terms and conditions of employment and provide clarity for both employers and employees. Omnipresent ensures that all necessary key terms are included in the employment contracts we provide.

Language: Bilingual (English/Polish)

Signature Requirements: Qualified electronic signatures (QESs) are accepted in Poland, otherwise wet ink.

Backdating: Not possible under Omnipresent’s policy.

We provide optional clauses for customisation when adding an employee to our platform. This allows you to tailor certain contract aspects, such as unlimited time off or extra-legal sick days. However, certain contract elements cannot be customised due to compliance risks or Omnipresent's policy. Examples include overtime, restrictive covenants, and stylistic changes.

During the probation period, employers evaluate an employee's

suitability for the role they have been hired for. It gives the

employer an opportunity to assess their performance and

determine if they are a good fit for the company. We believe that

this process benefits both the employer and the employee.

Here are some key points to know about the probation period:

Please note that the only exception to our policy not to remove the

probation period, is in the case of a transfer of the employment

relationship.

The employer is required to report the Client Employee to the Social Security Office within 7 days of the commencement of employment relationship. This can be done in-person at a local branch of the Social Security Office or through the online platform.

European Union (EU) citizens are free to work in Poland without restrictions.

For non-EU citizens, as a rule, for work to be legal, an employee needs to obtain both a visa and a work permit; a visa alone, even if issued for work, does not legalise employment. They cannot start working until the work permit is received.

The process of obtaining a work permit can take from a few weeks to a few months, depending on the complexity of the process and the workload of the Polish authorities.

A visa is issued approximately 14 days from the date of submission of the application, however in some consulates visa appointments are difficult to schedule and the process for arranging them can take from a few days to a couple of months.

No checks required for Polish employees.

The employer is required to verify the foreigner’s citizenship

(based on a valid ID document, such as passport). If the

foreigner is a citizen of an EU member state, he/she can, as a

rule, perform work, without any additional requirements.

If the foreigner is a citizen of a country that is not an EU

member state, before he/she starts work, the employer is

obligated to require the individual to present a valid

document authorising him/her to stay in the territory of

Poland and obtain/verify work authorization.

In Poland, all employees with the permanent contract need to go through a pre-employment medical check and then periodic check depending on their medical requirements.

The transferring of the employee from the client’s entity or another EOR provider is restricted and should always be assessed by our legal team on a case by case basis. In all cases, we will have to deduct the length of service with this other provider from the maximum 36 months contract duration that we can offer.

Annual Leave: Annual leave entitlement is 20 days for anyone with less than 2 years of post-university experience, and 26 days for almost everyone else.

Maternity Leave: Maternity leave ranges from 20 to 37 weeks, depending on the number of children born during one birth.

Paternity Leave: The employee is entitled to a minimum of 2 weeks until the child is 1 year old.

Sick Leave: The sick leave period can be up to 33 days and varies according to the employee's age.

Payroll runs from the 1st of the month to the end of the month.

Payroll cut-off date is 15th of the month (any changes to payroll or variables must be shared with Omnipresent by this date).

Payment date is the last working day of the month (this is when employees will receive their salary payment).

There's no extra payment in Poland. The employee is entitled to 12 normal months of salary payments.

The minimum wage is regulated by law and is updated every year effective January 1.

From 1 July 2024 the minimum wage is set at PLN 4,300 gross and the minimum hourly rate at PLN 28.10 gross.

Hourly Wage: Omnipresent is unable to accept employees on an hourly wage.

Before proceeding with a termination (including verbal discussion with the employee about the risk of termination) you must first get in touch with Omnipresent. We will then provide guidance on next steps. You can read our full guidance here. To initiate a termination, you need to submit a termination request through the OmniPlatform after which our relevant team.

Poor performance of an employee is a justified reason to terminate an employment contract with notice.

Termination of the employment contract without notice is possible in the event of the employee committing a serious violation of basic employee duties.

For fixed-term and probation period contracts the notice period will have to be observed, but no objective reasons (e.g., ‘just cause’) need to be specifically provided, so the minimum standard is that the termination is not for illegal reasons (e.g., discrimination, retaliation etc.).

Employees are entitled to severance only under specific and limited circumstances, such as termination for nonemployee-related reasons (e.g. redundancy). Statutory severance equals 1, 2 or 3 months salary depending on the employee’s seniority.

In all other cases, employees will be entitled to a payment for unused annual leave and full remuneration for the notice period.

Employed for less than 6 months - 2 weeks

Employed between 6 and 36 months - 1 month

Employed for 36 months or more - 3 months

Setup Fees: Once Terms are signed, Omnipresent begins deploying resources for the setup process. Trigger [Employee Details Added]

Deposit: Payable when the local employment contract is ready for signature. The deposit enables Omnipresent to move forward securely to sign the local employment contract with the employee. Trigger [Employee Details Added]

First Salary Prepayment: The first month’s estimated labour costs are invoiced on the first day of employment. Trigger [Employment Start Date]

Ongoing Monthly Payments Thereafter, we invoice monthly in arrears for labour costs - once the final payroll, taxes, insurance, social security contributions, expenses and deductions have been calculated. Each monthly invoice will include our monthly service fee, deposit insurance (if applicable), and an FX fee (if applicable). Trigger [Payroll Date] Typically the last working day of the month, but varies by country.