Hiring a remote team in Poland allows companies to access a skilled, cost-effective, and multilingual workforce in the heart of Central Europe. This guide provides all the key insights for hiring remote teams in Poland, including legal compliance, payroll processing, employee benefits, salary ranges, and total hiring costs. It also explains how an Employer of Record (EOR) can simplify hiring and ensure full compliance with Polish labor laws.
Poland has become a leading destination for global remote hiring in 2025 thanks to its strong technical talent pool, competitive labor costs, and growing reputation in IT, finance, and shared service centers. Companies can quickly scale their operations by partnering with an EOR, onboarding employees within 1–2 weeks without the need to establish a local entity.
Table of Contents
- Overview of Poland for Remote Hiring
- Leading Industries Driving Employment in Poland
- Industry Landscape Snapshot
- Cost of Living for Remote Employees in Poland
- In-Demand Skills in Poland (2025)
- Key Legal Considerations for Hiring in Poland
- Payroll and Tax Compliance in Poland
- Using an EOR for Payroll and Compliance
- Salary Ranges for Remote Roles in Poland
- Steps to Hire a Remote Team in Poland
- Total Cost of Hiring Remote Employees in Poland
- How Can Asanify Simplify Hiring Remote Teams in Poland
- Conclusion
- FAQs
Overview of Poland for Remote Hiring
Poland’s strategic location in Central Europe, stable economy, and rapidly growing tech sector make it a prime market for remote hiring. The country offers excellent digital infrastructure, high English proficiency, and strong educational standards, particularly in engineering, IT, and finance.
The workforce is well-versed in international business practices, and Poland’s participation in the European Union ensures legal stability and clear compliance standards. Remote work adoption has risen significantly, making it easier for global companies to hire remote teams in Poland without setting up a local office.
Leading Industries Driving Employment in Poland
Poland has several industries that are driving remote hiring opportunities in 2025:
- Information Technology and Software Development: Specialties in AI, cloud computing, and cybersecurity
- Shared Service Centers (SSC) and BPO: Accounting, HR, and multilingual customer support
- Finance and Fintech: Growing banking, investment, and fintech sectors in Warsaw and Kraków
- Manufacturing and Engineering: Automotive, electronics, and industrial equipment
- E-commerce and Digital Marketing: Strong presence in online retail and marketing operations
These sectors actively support remote roles, offering a wide pool of talent for companies hiring remote teams in Poland.
Industry Landscape Snapshot
Poland’s economy is powered by a mix of multinational corporations, dynamic startups, and regional shared service hubs. Key cities include Warsaw, Kraków, Wrocław, Gdańsk, and Poznań, which are known for technology and finance talent.
Government incentives for foreign investment and EU-backed innovation programs make the country attractive for global expansion. Remote work is widely accepted in IT, finance, and BPO industries, allowing employers to efficiently build distributed teams.
Cost of Living for Remote Employees in Poland
The cost of living in Poland is lower than in Western Europe, making it highly cost-effective for hiring remote teams. Warsaw and Kraków are slightly more expensive, while cities like Gdańsk and Łódź offer lower living costs.
| Expense Category | Typical Monthly Cost (PLN) | Notes |
| Housing | 2,500 – 4,500 | Higher in Warsaw and Kraków |
| Utilities | 500 – 900 | Includes electricity, water, heating, and internet |
| Transport | 150 – 300 | Public transport is widely used and affordable |
| Food & Groceries | 1,000 – 1,800 | Depends on family size and location |
| Leisure & Miscellaneous | 500 – 1,200 | Gyms, entertainment, and personal expenses |
Competitive living costs make Poland an ideal destination for global companies to hire remote teams and offer attractive compensation packages.
In-Demand Skills in Poland (2025)
Poland has a highly skilled workforce with expertise in fields that are in demand globally:
- Technology: Software engineering, DevOps, cloud solutions, cybersecurity
- Data and Analytics: Business intelligence, data science, and machine learning
- Finance and Accounting: IFRS, EU regulations, and corporate accounting
- Customer Support and BPO: Multilingual support in English, German, French, and Spanish
- Manufacturing and Engineering: Mechanical, industrial, and electrical engineering
Hiring a remote team in Poland gives companies access to affordable and specialized talent for global operations.
Key Legal Considerations for Hiring in Poland
Employers hiring remote teams in Poland must comply with the Polish Labor Code, which governs employee rights, contracts, social security, and termination procedures.
Employment Laws
- Employers must comply with Polish labor laws covering wages, leave, health, and safety
- Employees are protected by anti-discrimination regulations and mandatory benefits
- Non-compliance can result in inspections, fines, or legal disputes
Work Hours and Overtime
- Standard workweek: 40 hours across five days
- Overtime must be documented and compensated with extra pay or time off
- Accurate time tracking is important for compliance with labor regulations
Employment Contracts
- Written contracts are mandatory and must outline salary, benefits, duties, and notice periods
- Common types include permanent (na czas nieokreślony) and fixed-term (na czas określony) contracts
- Remote work clauses, confidentiality, and equipment use should be clearly defined
Worker Classification
- Employees receive full benefits and social security contributions
- Contractors (B2B) are independent and responsible for their own taxes
- Misclassification can lead to back payments, penalties, and audits
Suggested Read: Remote Employees Onboarding Checklist with EOR in Poland
Payroll and Tax Compliance in Poland
Hire remote team in Poland payroll involves income tax withholding, social security contributions (ZUS), and accurate reporting to authorities.
Payroll Taxes and Deductions
- Deduct personal income tax (PIT) based on progressive rates
- Withhold employee social contributions for pension, disability, and healthcare
- Submit tax and social security filings to ZUS and local tax offices
Employer Contributions
- Employers contribute around 20–22% of gross salary to ZUS
- Contributions cover pensions, disability, accident insurance, and labor fund
- Late or inaccurate payments can result in audits and financial penalties
Employee Benefits
- Employees are entitled to paid annual leave, public holidays, and sick leave
- Mandatory social security ensures healthcare and pension coverage
- Many employers offer extra perks such as meal cards, remote work stipends, or bonuses
Using an EOR for Payroll and Compliance
An Employer of Record (EOR) can simplify hiring a remote team in Poland by:
- Managing payroll, tax filings, and ZUS contributions
- Issuing compliant employment contracts and handling onboarding
- Administering statutory and optional employee benefits
- Allowing companies to hire without setting up a Polish legal entity
With Asanify as your EOR, companies can onboard remote employees in 1–2 weeks, reduce risk, and focus on growth while maintaining full compliance.
Salary Ranges for Remote Roles in Poland
| Role | Average Annual Salary (PLN) | Average Annual Salary (USD) | Notes |
| Software Developer | 150,000 – 210,000 | $37,000 – $52,000 | Higher for cloud and full-stack skills |
| Data Analyst | 120,000 – 170,000 | $30,000 – $42,000 | BI and analytics skills in demand |
| Project Manager | 160,000 – 220,000 | $39,000 – $55,000 | IT and engineering roles pay higher |
| Digital Marketing Specialist | 100,000 – 140,000 | $24,000 – $35,000 | Multilingual marketing valued |
| HR & Payroll Specialist | 110,000 – 150,000 | $27,000 – $37,000 | Payroll and compliance expertise key |
| Customer Support Executive | 80,000 – 110,000 | $20,000 – $27,000 | Bilingual and trilingual roles in demand |
| Finance & Accounting Analyst | 130,000 – 180,000 | $32,000 – $45,000 | IFRS and EU accounting knowledge valued |
Steps to Hire a Remote Team in Poland
Building a remote team in Poland requires strategic planning, compliance with Polish labor laws, and efficient hiring processes. From defining your hiring needs to onboarding employees, each step ensures smooth operations and adherence to local regulations. Following these steps helps global companies hire remote teams in Poland quickly while avoiding compliance risks.
Define Your Hiring Needs
Start by identifying the roles, skills, and experience levels you need for your remote team in Poland. Decide whether to hire full-time employees, independent contractors (B2B), or a mix of both. This ensures your hiring plan aligns with your business objectives and budget.
- Determine the specific positions and skill sets required
- Decide between hiring employees, contractors, or a blended team
- Consider workload, project timelines, and cost efficiency
- Align hiring requirements with long-term organizational goals
Choose a Hiring Model
Select a hiring model that suits your operational and compliance needs. Options include direct hiring through a local entity, contractor engagement for flexible roles, or using an Employer of Record (EOR) for simplified operations.
- Direct hiring requires a Polish legal entity and full payroll compliance
- Contractor hiring offers flexibility but comes with misclassification risks under Polish law
- EOR services manage payroll, compliance, and onboarding without the need for a local entity
- Evaluate speed, cost, and risk before finalizing your approach
Source and Interview Candidates
Leverage Poland’s rich talent pool by using a mix of local and global sourcing platforms. Job boards, LinkedIn, and recruitment agencies help you reach qualified professionals. Structured interviews are essential for assessing skills, experience, and cultural fit.
- Advertise on Polish job boards and LinkedIn for maximum reach
- Partner with recruitment agencies or global talent platforms
- Conduct remote interviews with skill-based assessments
- Evaluate technical expertise, language proficiency, and team alignment
Offer Letters and Contracts
Prepare legally compliant offer letters and employment contracts that meet Polish labor requirements. Contracts should clearly outline responsibilities, salary, benefits, probation periods, and termination clauses to prevent disputes.
- Include compensation, benefits, and statutory leave as per Polish law
- Define working hours, notice periods, and probation details
- Ensure contracts comply with payroll, tax, and ZUS social security regulations
- Consider using an EOR to issue fully compliant contracts quickly
Onboard and Manage Remote Employees
A structured remote onboarding process ensures your new hires integrate smoothly into your remote team. Provide clear HR policies, training, and access to the right digital tools. Establish reliable payroll and compliance systems to manage employees efficiently.
- Use digital onboarding and HR management platforms
- Register employees for payroll and ZUS contributions
- Provide training, communication tools, and performance management frameworks
- Implement project management systems to ensure productivity and collaboration
Total Cost of Hiring Remote Employees in Poland
| Role | Avg Gross Salary (PLN) | Employer Contributions (21%) | Estimated Benefits | Total Employer Cost (PLN) |
| Software Developer | 180,000 | 37,800 | 12,000 | 229,800 |
| Data Analyst | 145,000 | 30,450 | 10,000 | 185,450 |
| Project Manager | 190,000 | 39,900 | 14,000 | 243,900 |
| Digital Marketing Specialist | 120,000 | 25,200 | 8,000 | 153,200 |
| HR & Payroll Specialist | 130,000 | 27,300 | 9,000 | 166,300 |
| Customer Support Executive | 95,000 | 19,950 | 7,000 | 121,950 |
| Finance & Accounting Analyst | 160,000 | 33,600 | 11,000 | 204,600 |
How Can Asanify Simplify Hiring Remote Teams in Poland
Asanify acts as an Employer of Record (EOR) in Poland, managing payroll, benefits, employment contracts, and full compliance for international employers. This allows companies to hire remote employees quickly, often onboarding within 1–2 weeks, while ensuring compliance to avoid misclassification and tax risks. By removing the need to set up a local legal entity, Asanify reduces administrative and operational overhead. It also handles ZUS social security contributions, tax filings, and labor law obligations, creating seamless cross-border operations. Centralizing HR, processing payroll, and compliance enables businesses to focus on growth while scaling remote teams in Poland efficiently.
Suggested Read: The Complete 2025 Guide to Labour Laws in Poland for Global Companies
Conclusion
Poland is an attractive destination for hiring remote teams due to its highly skilled workforce, competitive labor costs, and strategic location in Central Europe. By partnering with an Employer of Record (EOR), global companies can streamline compliance with Polish labor laws, speed up hiring processes, and manage payroll efficiently. This approach removes the need to set up a local entity while ensuring full legal and administrative compliance, allowing businesses to focus on growth and easily scale their remote teams in Poland.
FAQs
By establishing a local entity or using an Employer of Record (EOR) for compliant hiring.
The minimum wage is approximately 4,600 PLN per month for full-time employees.
Employers deduct income tax and ZUS contributions and submit monthly filings to tax authorities and social security.
Paid leave, social security, health coverage, and pension contributions are mandatory.
Yes, via B2B contracts, but misclassification risks apply.
Asanify manages onboarding, payroll, compliance, and benefits, enabling fast and risk-free remote hiring.
Not to be considered as tax, legal, financial or HR advice. Regulations change over time so please consult a lawyer, accountant or Labour Law expert for specific guidance.
