Simplified Employer of Record solutions in Poland
Hire without a local entity or compliance headaches in Poland. We’ll manage contracts, payroll, taxes, benefits, and full compliance under Polish labor law, so you can focus on growth.
How long does it take to hire in Poland?
Please note that the timelines depend on the candidate's document readiness, the role's complexity (e.g., immigration cases), and the availability of a medical specialist for the mandatory health check.
Why use a local EOR?
Global employer of record platforms are focused on scale, not local accuracy or expertise. They standardize their approach to fit the needs of a variety of countries rather than focusing on the local complexities, and often rely on centralized processes or external partners. These processes result in slow updates, missed local exceptions, and reactive instead of proactive compliance.
Local Polish EORs, such as Go-EOR, specialize in local cultural nuances and legislation. Because they operate in the countries they serve, they have access to up-to-date information in the local languages, hands-on knowledge of local labor laws, tax regulations, and collective bargaining agreements.
A local Polish EOR provides what global platforms cannot: local expertise, local accountability, and local control.
Why choose Go-EOR in Poland?
Our regional advantage: Local entity, not a reseller: we operate directly in Poland with local payroll teams.
Faster, human-led onboarding: local language support and in-country payroll specialists.
Compliance-first controls: dual-review payroll checks, local contract templates maintained by our local specialists, and defined escalation procedures for disputes.
Transparent pricing: no hidden payroll markups; country-specific pricing and example employer costs provided up front.
Why choose Go-EOR in Poland?
Our regional advantage
Local entity, not a reseller: we operate directly in Poland with local payroll teams.
Faster, human-led onboarding
Local language support and in-country payroll specialists.
Compliance-first controls
Dual-review payroll checks, local contract templates maintained by our local specialists, and defined escalation procedures for disputes.
Transparent pricing
No hidden payroll markups; country-specific pricing and example employer costs provided up front.
How our pricing works
Go-EOR believes pricing should be predictable, clear, and understandable. That’s why our pricing is based on a simple monthly fee per employee, so you can budget accurately. We offer four different pricing plans starting at €349 per employee per month.
Compare Plans
Find the features that scale with your team's growth.
EOR essential
€349/month
teams
EOR plus
€479/month
Enhanced support
and tools
EOR premium
€749/month
support
EOR enterprise
Custom
Tailored for large organizations
Compliance & Payroll
Operations
International mobility
Ready to expand?
growing globally.
Hire in Poland and the Baltics: fast and fully compliant
Expanding into Poland or the Baltic states?
Local labor laws, payroll, and compliance can slow you down. Our Employer of Record (EOR) service takes care of the admin and legal employment so you can hire quickly, stay compliant, and focus on growth - in as little as 5–10 business days.
Employer social contributions in Poland
The employer social security contributions in Poland typically range between 20.48% and 22.14% of the employee's gross salary. The employer pays these contributions on top of the employee's gross pay. The health insurance contribution is entirely paid by the employee and is 9% of the gross salary without additional costs for the employer.
Pension insurance
The total is 19.52% but is split evenly between the employee and the employer.
Disability insurance
The employer pays 6.5% and the employee pays 1.5%.
Accident insurance
Varies by industry risk but typically falls between 0.67% and 3.33%.
FP (labor fund)
Fully covered by the employer.
FGŚP (guaranteed employee benefits fund)
Fully covered by the employer.
PPL (employee capital plan)
There is a mandatory basic contribution of 1.5% unless the employee voluntarily opts out.
Please note that these rates are indicative and subject to change. Reach out to one of our EOR experts for up-to-date rates.
Termination, notice periods, and compliance risks
Foreign employers often face fines and legal exposure during the termination and dismissal procedures because they are unaware of the complexities of the local laws and regulations. Poland has statutory notice rules and protections, which, if handled incorrectly, can result in significant compensation claims. Some sectors have additional requirements through collective agreements or sector-specific rules.
How Go-EOR protects your business?
We ensure and manage compliant termination procedures, document retention, escalation to local counsel for disputes, and conduct pre-termination risk assessments on your behalf.
Expand into Poland without adding complexity
Book a 30-minute consult to review your hiring plan and get a simple, transparent proposal.
Additional support for your business
Need operational outsourcing? We can also support finance, accounting, tax, HR ops, and admin to ensure your international expansion runs smoothly.
Financial Services
Automate your financial management in your company.
Tax Services
Simplify tax complexities with our all-around international and local tax management services.
HR Services
We offer flexible, experience-proven, and cost-effective solutions to manage your human resource operations.
Operational Outsourcing
We hire high-level, dedicated remote employees who strive to provide the assistance you need.
FAQ
Yes. Pricing is tailored to headcount, country mix, and operating model (pilot vs. phased rollout).
Go-EOR focuses on Poland, Lithuania, Latvia, and Estonia—built for companies with real hiring density in these markets.
Yes—security questionnaires, DPAs where relevant, and standard vendor onboarding workflows.
We align to your data requirements and provide structured reporting outputs; integration approach depends on your stack and desired automation level.
We run a structured migration plan (discovery → pilot → phased transfer) designed to protect employee experience and payroll continuity.