Poland is a country in central Europe, bordered by Lithuania, Russia, Belarus, Ukraine, Slovakia, the Czech Republic, and Germany. The country has very high standards of living, safety, and economic freedom, as well as free university education and a universal health care system. Poland's diverse territory extends from the Baltic Sea in the north to the Sudeten and Carpathian Mountains in the south.
Pregnant employees are entitled to 20 weeks of paid maternity leave (or 31 weeks for twins). The leave is paid by social security at 100% of the salary, and employees need to take at least 14 weeks of leave after the birth.
Fathers can receive 2 weeks of paid paternity leave, and employees can also take adoption leave. Parental leave is also available to either parent after the maternity leave, which lasts up to 32 weeks.
Employees are entitled to paid sick leave in Poland, though the length of the leave depends on age and how long the employee has worked at the company. The length of paid leave varies from 14-33 days per year, and is paid between 80%-100% of the salary by the employer. If the sickness continues past this point, the employee can receive social security benefits.
Poland has 13 public holidays, and employees are entitled to annual paid time off based on how long they have worked at a company (between 20-26 days of paid time off). Employees can also qualify for leave for disability, childcare, military duty, and others.
The minimum wage is PLN 3,490 per month and becomes PLN 3,600 in July of 2023. A standard workweek is 40 hours at 8 hours per day, and overtime work has a maximum of 150 hours per year (paid at 150%-200% of the regular rate).
The termination process depends on the employment contract or Collective Agreement in place, and the reason for termination.
The notice period for termination depends on the employee’s length of service at the company:
Severance payments are also dependent on the employee’s length of service at the company:
★ 9.76% - Retirement Pension
★ 6.5% - Pension Fund
★ 0.67%-3.33% - Disability
★ 2.45% - Labor Fund
★ 0.1% - Guaranteed Employee Benefits Fund
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You've sourced a full-time employee or contractor located in a country where your company is not incorporated.
Pass us the details of your candidate and we will let you know exactly what it costs to employ your candidate in that country.
Sit back and relax as we onboard your new team member and take care of all the local compliances and admin work.
It can be prohibitively expensive to establish an entity in every country you want to hire talent in, so Remofirst will hire and pay your employee on your behalf while you manage their daily duties. Remofirst will handle formal HR procedures and employment contracts that adhere to local laws, so that you can simply approve invoices via our platform. When you work with an Employer of Record (EOR) you can compliantly hire the best employees around the world.
Unlike full-time employees, contractors work on projects with multiple companies at a given time and are technically self-employed. Full-time employees are solely focused on their employer and usually receive benefits (such as health insurance, equity or stock options, and time off) as an additional form of compensation. While it can be cheaper to work with international contractors instead of paying benefits to a full-time employee, you run the risk of misclassification. It's recommended to work with an EOR for contractor onboarding and payments, so you can know that your international contractors are paid compliantly and on time.