PEO Poland

Hire Globally, Pay Locally, Expand Effortlessly

INS Global is your local partner for global human resources services. Through our PEO, you can establish your business, hire the best workers, and achieve success in 80+ countries. We help you expand quickly and efficiently, all while cutting through the red tape and extra costs that often occur with global expansion.  

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A PEO (Professional Employer Organization)  is a local partner for companies that want to outsource their HR services, or expand into a new region or country without having to create a separate legal identity.  

A PEO will not only assist you in legally employing your staff, but it will also manage other employee services such as recruitment, payroll, benefits, and compensation.  

Want to have a Team in Poland TODAY?

Show me how to grow my business now!

We prefer to let others grow their business.

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PEO Poland - Summary

Five Benefits of Using a PEO

Legal Compliance

With an in-depth knowledge of local legal and administrative procedures, a Professional Employer Organization ensures that your company complies with every aspect of local law in a safe and efficient way.  

Reduced Cost And Time

When entering a new market, even having a minor issue related to HR can lead to shockingly high fees and fines. A PEO provides local experts who will assist you in avoiding costly errors.  

Prioritized Company Growth

By providing payroll outsourcing, recruitment, headhunting, and contractor management services, a PEO allows you the time and energy to focus on successful growth. 

Swift Market Entry

Estimated time for Company Incorporation in a new market: 4-12 months  

Estimated time to establish a PEO relationship: 5 days  

*Global estimate  

One Platform = All Your Needs

A Professional Employer Organization covers every aspect of HR services and streamlines them into a single point of contact. 

Why Choose PEO Over Company Incorporation?

Introducing your company to a foreign country can often be a complicated and challenging process, requiring both a legal and physical presence in the target market. By working with a PEO, your company can operate in the new market without stumbling through the many steps necessary to form and incorporate your entity.

A PEO:

  • Expedites the process  
  • Reduces costs  
  • Avoids potential bureaucratic or legal pitfalls  
  • Utilizes local networks and expertise 
Hiring an Overseas Employee

Testimonial

Manuel Ramos

TERAO ASIA

Managing Director

We think INS Global is a good solution about starting business in new and complex markets. Understanding the market doesn’t mean you need to set up a company immediately.

5/5

How Does A PEO In Poland Work?

INS Global’s PEO in Poland can take care of your employee recruitment and HR needs via 4 simple steps:  

  1. We discuss your requirements and construct a plan that best serves you.  
  2. Our organization provides a legal entity to bring in employees to begin operations in Poland.  
  3. We handle all the administrative and legal aspects of hiring and paying your employees.  
  4. Your employees continue day-to-day operations, putting your company on the path to success in the Polish market while we cover HR complexities. 

What are the Differences Between PEO and EOR?

When you decide to expand into a new market with a PEO or global EOR (Employer of Record), it’s helpful to know the differences between these two similar services in order to choose which one is the most suitable for your needs:  

  • A PEO provider is a company that offers HR services to another company’s employees. These services include but are not limited to, payroll, tax, and legal regulatory compliance. 
  • An EOR (Employer of Record) provider is a company that acts as a PEO but can also legally and officially hire employees on behalf of other companies. Aside from the services provided by a PEO, Employer of Record services also cover all the liabilities of recruiting and employing employees. 
  • In a PEO agreement, the contract remains between the original company and the employee. 
  • In an EOR agreement, the contract is directed by the original company but made between the EOR and the employee. 

INS Global offers both PEO and EOR solutions in Poland according to your requirements. You can read this article on the differences to learn more, or talk to one of our consultants today to see which would be best for you.  

Labor Law in Poland

Employment Contracts In Poland

Contracts in Poland must be written in Polish, and currencies must be in Polish zloty. The contract should include key details regarding salary, vacation days, sick leave, etc., and must be submitted to the social security office a minimum of one week before the start date. 

In the case of a contract not being provided, the employer must show some form of a written agreement that confirms the employee’s work and wages.  

Holidays and Annual Leave in Poland:

There are 13 days of annual paid public holidays in Poland as follows: Jan. 1, Epiphany, Easter Sunday and Monday, Labor Day, Constitution Day, 1st day of Whitsun Holidays, Corpus Christi, St. Mary’s Ascension Day, All Saints’ Day, Independence Day, and Christmas. 

However: Those holidays which traditionally fall on a Sunday are nott counted as paid. 

The number of annual vacation days given to workers in Poland correlates to the length of time that they have worked for a company. For those who have worked less than ten years, the minimum number of paid vacations days is 20, and the number increases to 26 for those who have worked over ten years. Unused vacation days may be carried over for up to three years. 

Working Hours and Overtime in Poland

The maximum working hours are 8 hours per working day, and and average of 40 hours a week. Work hours exceeding this are classified as overtime and must be paid at a rate of 150% to 200% above expected salary, or by an amount of paid leave days equivalent to that amount. Annually, overtime hours should not exceed 150 hours, unless otherwise agreed. 

Sick leave in Poland

Employees in Poland are eligible for 33 days of paid sick leave from their employer, provided the employee can provide valid documents from a doctor or hospital. 

Employees of 50 years or older can receive 14 days of paid sick leave.  

In both of the above circumstances, should the absence continue for longer, the state will continue to issue further payments. 

Maternity/Paternity Leave in Poland

Parental leave in Poland is covered by the state, not the employer. The length of paid maternity leave in Poland changes according to the number of children a parent has. Maternity leave begins at a minimum of 20 weeks and can go up to as many as 37 weeks for the 5th child.  

Maternity leave can begin up to six weeks before birth. In total, a 14-week maternity leave is required for new mothers. A mother can return to work earlier if the father takes the remaining mandatory days of maternity leave.  

Parents who have been employed with a company for over six months may take an additional 36 months of unpaid childcare leave. 

Fathers may take two weeks of paid paternity leave before the child turns 2, and they must give notice at least one week before their leave. 

Tax Law and Social Contributions in Poland

Both employees and employers in Poland are required to give a percentage of their earnings towards social services such as health insurance, workplace injury compensation, pension, etc. The percentage may vary according to the industry, but can be estimated to around 14% of standard salary for the employee and 18% for the employer. 

As of January 2022, individual income tax is 17% for annual income amounts between PLN30,000 and PLN120,000. Amounts above this are subject to a tax rate of PLN15,300 + 32% (for the excess over PLN120,000). 

Corporate tax is approximately 19%  

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FAQs

No, it is necessary to use a local entity abroad to comply with each country labor law.

Foreign companies can either set up a local entity in each country or use the services a local PEO (Professional Employment Organization) to hire the staff on-site directly.

The employer of record is the legal entity liable for the staff employed in a specific country. In practice, a foreign company can either open a subsidiary to become the employer of record of its abroad employees or use a PEO to act as the employer of record.

Liabilities may vary from country to country and include all the staff management responsibilities: labor contract issues, payroll management, and tax compliance, social security management, expenses claim declaration, hiring and termination
procedures, etc.

In general, 1-month is necessary to have an employee based out abroad using an existing PEO as the employe of record. When incorporating a new subsidiary to be the employer of record, the delay varies from 4-12 months.