Introduction to the Polish Labor Market
The employment of foreigners has become a key and permanent element of the Polish economy, responding to dynamic demographic changes and market needs. Thanks to its stable economic growth, strategic location in the heart of Europe, and competitive living costs, Poland is attracting more and more workers from abroad. This site provides comprehensive information on the rules for employing foreigners, presents a current picture of the labor market, and explains the rights and obligations of both parties to the employment relationship. The goal is to provide reliable knowledge that will facilitate navigation in the Polish legal and economic system.
Foreigners as an Essential Part of the Labor Market
In recent years, Poland has become one of the main destination countries for economic migrants in Europe. At the beginning of 2025, over a million foreigners were registered in the social security system (ZUS), accounting for about 7% of all insured persons. The status of "insured" means a legally employed person from whose salary contributions for retirement, disability, sickness, and health insurance are paid, giving them full access to the public healthcare system and benefits. This dynamic growth testifies to the growing role of foreigners in filling gaps in the labor market and supporting the country's economic development.
Share of foreigners among the insured
Why is Poland an Attractive Destination?
Stable Economy
The Polish economy has been showing stable growth for years, which translates into a large number of job offers and rising wages.
Strategic Location
Its location in the center of Europe makes it easy to travel and maintain contact with one's home country, and it also serves as a gateway to other EU markets.
High Quality of Life
Compared to Western European countries, Poland offers relatively low living costs with a high level of security and access to services.
Legalization Paths for Employment
The process of legalizing work in Poland varies and depends on the foreigner's country of origin. It is crucial to distinguish between citizens of European Union countries, who benefit from the freedom of movement of persons, and citizens of third countries, for whom the procedure is more complex. Below are simplified procedures for the most common cases.
Standard Procedure for Third-Country Nationals
Employer's Initiative and "Labor Market Test"
The process of legalizing employment is initiated by the future employer. In many cases, before applying for a work permit, the employer must obtain from the staroste "information on the inability to meet the employer's staffing needs." This is the so-called "labor market test," which aims to check if there are any registered unemployed persons on the local market who could take the job. Only a negative test result allows for applying for a permit.
Submitting an Application to the Voivode
The employer submits an application (usually for a Type A permit) to the Voivodeship Office appropriate for the company's headquarters. Applications are mainly submitted electronically. The application must be accompanied by, among other things, a copy of the foreigner's passport, proof of payment, the result of the labor market test (if required), and a statement of the employer's non-criminal record. All documents in a foreign language must be translated by a sworn translator.
Waiting for the Decision and Legalizing Stay
The waiting time for a work permit can range from a few weeks to several months. In parallel, the foreigner must take care of legalizing their stay. Most often, they apply for a work visa at a Polish consulate in their country or, if they are already legally in Poland, they apply for a single permit for temporary residence and work. The latter solution is becoming increasingly popular as it combines the residence and work permit in one decision.
Receiving the Permit and Legal Work
After a positive review of the application, the voivode issues a work permit. The employer must give it to the foreigner, conclude a written contract with them on terms no worse than in the permit, and ensure that their stay in Poland is legal for the entire period of employment.
Important Exceptions and Simplifications
There is a wide group of foreigners exempt from the obligation to have a work permit. These include, among others:
- Holders of a permanent residence permit or a long-term EU resident permit.
- Persons with refugee status or subsidiary protection.
- Holders of a valid Karta Polaka (Pole's Card).
- Full-time students and graduates of Polish full-time universities.
- Citizens of Armenia, Belarus, Georgia, Moldova, or Russia, who can work for up to 24 months based on a "declaration on entrusting work to a foreigner" registered by the employer at the district labor office.
Procedure for EU / EEA / Swiss Citizens
Principle of Free Movement of Workers
As a citizen of an EU member state, the EEA, or Switzerland, you have the right to work in Poland **without the need for a work permit**. You are treated on an equal footing with Polish citizens in terms of access to employment, working conditions, and social benefits. This right also extends to your family members (spouse, children), who can join you and also take up employment.
Obligation to Register Residence
If your stay in Poland is planned to last longer than 3 months, you are obliged to register it at the Voivodeship Office appropriate for your place of residence. The application for registration must be accompanied by a valid travel document (passport or ID card) and proof that you are an employee (e.g., an employer's statement or an employment contract). This is a simplified administrative procedure that confirms your right to stay.
Simplified Procedure for Citizens of Ukraine
Under special regulations (the so-called special act), citizens of Ukraine who legally entered Poland after February 24, 2022, and whose stay is considered legal, have simplified access to the labor market and can work **without a work permit**.
Legal Stay and PESEL UKR Number
The basis for taking up work is a legal stay. Most Ukrainian citizens who arrived after the outbreak of the war have obtained a PESEL number with the special status "UKR," which confirms their rights and facilitates contact with offices and employers.
Employer's Obligation: Notifying the Office
A key element of legalizing employment is the employer's action. They have **14 days** from the day you start work to notify the relevant District Labor Office. The notification is submitted electronically via the praca.gov.pl portal. Failure to comply with this obligation is treated as illegal employment.
Additionally, citizens of Ukraine whose stay is legal and who have a PESEL number can establish and run a business on the same terms as Polish citizens, which opens the way to self-employment. It should be remembered that the provisions of the special act are a temporary solution and may be subject to change.
The Landscape of the Polish Labor Market
The Polish labor market is characterized by high dynamics and a structural shortage of workers in many key sectors. Understanding which industries and professions are most in demand is crucial for effective career planning. The following data present nationwide trends.
Most In-Demand Professions
The "Barometr Zawodów" (Occupation Barometer) is an annual study that forecasts the demand for employees. Below is a list of professions with the largest staff shortages throughout Poland. These shortages result from, among other things, a lack of vocational training, a generation gap, and difficult working conditions in some industries.
Employment Structure of Foreigners by Sector
Foreigners find employment in various branches of the economy. The dominance of industrial processing and construction results from the huge demand for manual laborers. The transport and logistics sector is growing dynamically thanks to the development of e-commerce and Poland's central location.
Average Salaries in Key Sectors
Salary is one of the main factors in choosing a job. Below are the average monthly gross salaries in selected economic sectors (data for Q4 2024).
Construction
7,500 PLN
Industrial Processing
7,200 PLN
Transport & Logistics
6,900 PLN
IT & Communication
13,500 PLN
Your Rights and Working Conditions
Every person legally employed in Poland under an employment contract is protected by the provisions of the Labor Code. It guarantees a number of fundamental rights that ensure stability, security, and decent working conditions. Knowledge of these rights is crucial to protecting one's own interests.
Key Employee Rights
Right to Remuneration
You have the right to timely payment of wages, at least once a month. Its amount cannot be lower than the minimum wage (PLN 4,666 gross in 2025). For overtime work, you are entitled to an allowance of 50% or 100% of your salary.
Working Time and Rest
The standard working time is 8 hours a day and 40 hours a week. You are entitled to a 15-minute break (if working more than 6 hours), uninterrupted daily (11h) and weekly (35h) rest, and paid leave (20 or 26 days a year).
Occupational Safety and Health (OSH)
The employer is obliged to provide safe and hygienic working conditions, conduct initial and periodic medical examinations at their own expense, organize OSH training, and provide work clothes and protective equipment.
Protection Against Discrimination and Mobbing
Any form of discrimination in employment (based on nationality, gender, age, religion, sexual orientation, etc.) is legally prohibited. You are also protected from mobbing, which is persistent harassment in the workplace.
Salary Calculator
Enter your monthly gross salary to estimate your "take-home" (net) amount.
Net Salary:
Types of Contracts in Poland
There are three main types of contracts in Poland. Knowing them is crucial as they come with different rights and obligations.
Contract of Employment
The most favorable for the employee. It guarantees all rights from the Labor Code: paid leave, sickness benefits, notice period, protection against dismissal. The employer pays full ZUS contributions.
Contract of Mandate
A civil law contract. It is more flexible but does not provide for leave rights or protection against dismissal. A minimum hourly rate applies. ZUS contributions are paid (with some exceptions, e.g., for students up to 26 years of age).
Contract for a Specific Work
Concerns the performance of a specific, one-time "work" (e.g., writing a program, creating a graphic). As a rule, it is not subject to ZUS contributions, which means higher net pay but no sickness or retirement benefits.
Where to Find Help and Support
The process of adaptation and dealing with formalities in a new country can be challenging. In Poland, there is an extensive support system, including state institutions, specialized non-governmental organizations, and private companies. Knowing where to seek help can greatly facilitate starting on the Polish labor market.
- Voivodeship Offices: The main point of contact for matters of residence and work legalization. Each voivodeship has a Department of Civil Affairs and Foreigners that handles applications for work and residence permits. This is where you apply for a residence card.
- Office for Foreigners (UdSC): The central state administrative body responsible for migration policy, refugee procedures, and appeals. Its website is a valuable, multilingual source of information on regulations.
- District Labor Offices (PUP): Local labor market institutions. They help in finding a job, register the unemployed, and accept declarations and notifications from employers hiring foreigners.
- Green Line (tel. 19524): A nationwide helpline for public employment services. Consultants provide information in Polish, Ukrainian, and English about job offers and procedures.
- National Labor Inspectorate (PIP): An institution that controls compliance with labor law. You can report (also anonymously) complaints against employers who violate regulations, e.g., regarding wages, working hours, or OSH.
Private employment agencies play a significant role in the market. They offer a wide range of services, from job placement and temporary work to comprehensive support in the process of legalizing residence and employment. Cooperation with an agency can significantly speed up finding a job and handling formalities.
Important: A reputable employment agency never charges a fee from the candidate for finding a job. Recruitment costs are always covered by the employer. Beware of offers that require you to pay a recruitment fee - this is an illegal practice.
Non-governmental organizations (foundations and associations) are an indispensable part of the support system. They offer a wide range of, often free, assistance, which includes:
- Legal counseling: Help in understanding regulations, preparing official documents, and representation in migration cases.
- Integration support: Polish language courses, career counseling, help in finding accommodation, adaptation workshops.
- Social and psychological assistance: Support for people in difficult life situations, victims of violence or discrimination.
- The most important nationwide organizations include the Helsinki Foundation for Human Rights, the Association for Legal Intervention, and the network of Caritas Poland Migrant and Refugee Assistance Centers.
Strategic Perspectives and Recommendations
Effective functioning in the labor market requires a conscious approach and strategic planning. The following tips, based on an analysis of regulations and market dynamics, are aimed at both foreigners planning a career in Poland and employers intending to hire them.
For the Foreign Professional
- Be proactive with your qualifications: If you have a university degree or qualifications in a regulated profession (e.g., doctor, architect), start the process of their recognition (nostrification) as early as possible. This is often a lengthy and costly procedure that is a key barrier to working in your learned profession.
- Choose your location strategically: Remember that the largest cities offer not only the most job offers and the highest salaries but also the most developed support network (specialized NGOs, agencies, information points).
- Use the entire system: Actively use free, official job portals (e.g., Centralna Baza Ofert Pracy) and seek support from non-governmental organizations. At the same time, be open to cooperating with reputable employment agencies that can significantly speed up the recruitment process.
- Know your rights and obligations: Familiarize yourself with the basic principles of the Labor Code. Regularly check on the PUE ZUS platform whether your employer is paying your social and health insurance contributions on time.
- Learn Polish: Even a basic knowledge of Polish drastically increases your chances of getting a better job, facilitates daily life, and social integration. Many NGOs offer free courses.
For the Polish Employer
- Compliance is a priority: Strictly follow all legal requirements – choose the right type of work permit, fulfill the notification obligation (in the case of Ukrainians), and ensure working conditions are consistent with the issued decision. Errors in this area can lead to serious legal and financial consequences.
- Budget for the full cost: The total cost of employing a worker is much higher than their gross salary. You must take into account additional ZUS contributions on the employer's side (pension, disability, accident, Labor Fund, FGŚP).
- Minimize bureaucracy: For key recruitments, especially in the case of lengthy work permit procedures, consider cooperating with an experienced employment agency. This can save months of waiting and relieve your internal HR department.
- Invest in integration (onboarding): The employment process does not end with signing a contract. Providing support for adaptation (e.g., help with accommodation, language courses, cultural orientation, a "buddy system" in the team) is an investment that increases loyalty, retention, and employee productivity.