EOR · PLN (zł)

Employer of Record in Poland

Poland has become one of Europe's most in-demand nearshoring markets for engineering and IT talent — but ZUS social security contributions, tenure-linked notice periods, and non-EU work permit rules still need to be handled correctly, or the savings from a lower-cost market get eaten by compliance mistakes. An Employer of Record gets the structure right from day one.

Talk to us about Poland How our EOR works

xpath.global Employer of Record coverage — hire in Poland without a local entity

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Poland · PLN (zł)

Why hire in Poland through an EOR

Poland offers a large, technically strong talent pool at a meaningfully lower cost base than Western Europe, which is why it's become a default nearshoring choice for companies building out engineering and support functions. The upside is real; the part that gets missed is that Polish labour law still requires correctly structured contracts, statutory notice periods, and — for non-EU hires — a proper work permit process, none of which a lower cost base exempts you from.

Employment law essentials in Poland

Probation periods are capped at three months. Notice periods for indefinite contracts scale with tenure: two weeks under six months' service, one month between six months and three years, and three months beyond three years. Statutory annual leave is 20 or 26 days depending on total accumulated work experience (not just tenure at the current employer) — a detail that trips up employers used to leave being tied only to current-employer tenure.

How it works

How hiring through an Employer of Record works

Five clean steps from candidate selection to compliant, ongoing employment — with xpath.global as the legal employer on record.

Diverse international team collaborating on cross-border hiring through an Employer of Record

The result

You operate as if the employee were on your internal team — without entity setup, cross-border compliance risk or payroll complexity.

01
Step 01
Select your candidate
Identify the person you want to hire — anywhere across Europe. We support hiring in 20+ European countries, whether it's a new recruit, a converted contractor or an internal transfer.
02
Step 02
Immigration & relocation readiness
Before the contract is signed, our in-house mobility team checks what's required for the move: work permits, visas, residence registration, posted-worker notifications, A1 certificates, home search, school support and settling-in. Because xpath.global combines EOR with global mobility, employment and relocation are orchestrated by one case owner — not bounced between vendors.
03
Step 03
Employment setup through xpath.global
Onboarding typically begins within a few business days of candidate confirmation. xpath.global drafts a locally compliant employment contract and hires the employee through our in-country entity — no need for you to open a legal presence.
04
Step 04
Payroll, taxes and benefits administration
We run payroll coordination, income tax, social security and statutory benefits in line with each country's labour law — plus supplementary benefits (private health, pension, equity) when your policy calls for them.
05
Step 05
Ongoing employment and HR support
xpath.global maintains continuous compliance, contract updates, leave, expenses and offboarding — while you manage the employee's day-to-day work exactly as you would with an internal hire.

Payroll, tax & immigration in Poland

Polish payroll runs through ZUS (Social Insurance Institution) contributions, split between employer and employee, alongside progressive income tax withholding. Employer-side ZUS contributions are a significant proportion of total employment cost and should be priced in upfront. EU/EEA nationals have free movement; non-EU hires typically need a Type A work permit tied to the employer plus a residence permit, a two-step process that takes real lead time to plan around.

How xpath.global's EOR works in Poland

Your case owner builds the correct notice and leave terms based on the candidate's full work history (not just tenure with you), prices ZUS contributions into the cost model from the outset, and — for non-EU hires — runs the Type A work permit and residence permit process under one case owner.

Always-on compliance

Stay compliant while you grow — everywhere.

Contracts, minimum wage, statutory benefits, terminations and local labour law across 20+ European countries. Our compliance team monitors changes so your team never gets caught out.

Full employee lifecycle — hire, adjust, terminate
Regulatory monitoring and proactive alerts
200+ legal experts specialised by country
Data protection: GDPR, SOC 2 aligned processes

Talk to a specialist

20+

European countries covered

UK, DE, ES, FR, NL, IT, PL, RO…

200+

In-house legal and tax experts

Country-specialised, on your case

24×7

Dedicated customer support

One case owner, no ticket queues

120+

Currencies to pay your employees

Multi-currency payroll & FX

Pricing

Pay, manage and grow your global team.

Transparent, per-employee pricing across the services that surround the EOR relationship — employment, immigration, contractors and full mobility. All plans include a dedicated case owner and platform access.

Employer of Record

Employ talent across Europe without setting up a local entity.

Starting at

Tailored

per employee / month

Legal employment in 20+ European countries
Locally compliant contracts & onboarding
Payroll, tax & social security handled
Statutory + supplementary benefits
Automated compliance & filings
24/7 HR & legal expertise

Book a demo

Immigration Compliance

Employer of Record bundled with work authorization and visas — one case owner end-to-end.

Custom

Tailored

priced by scope

Legal employment in 20+ European countries
Locally compliant contracts & onboarding
Payroll, tax & social security handled
Work permit & visa processing
In-house immigration specialists
Family & dependant support
Posted-worker & A1 filings
Same case owner across EOR & immigration

Talk to us

Contractor Management

Engage and pay global contractors compliantly.

Starting at

Tailored

per contractor / month

Compliant contractor agreements
Payments in 120+ currencies
Misclassification risk checks
Automated invoicing & tax forms
Centralized contractor dashboard

Book a demo

Indicative pricing. Final quotes depend on country, role and volume — we confirm the exact monthly and one-off fees before you sign.

FAQs — Employer of Record in Poland

Why does Polish statutory leave depend on total work experience, not just tenure with us?+

Polish law calculates annual leave entitlement (20 or 26 days) based on an employee's cumulative career length, including time with previous employers. xpath.global verifies this correctly when structuring the contract.

How much do employer social contributions add to the cost of a Polish hire?+

ZUS contributions are a meaningful percentage on top of gross salary — xpath.global includes the full employer cost in your quote upfront, not as a later surprise.

Can xpath.global sponsor a non-EU work permit in Poland?+

Yes — our immigration team manages the Type A work permit and residence permit process together, under the same case owner as the employment contract.

Forward look

As more companies treat Poland as a primary EU engineering hub rather than a backup option, the compliance bar for structuring Polish contracts and permits correctly the first time keeps rising.