The Polish labor market continues to attract thousands of foreign workers each year, thanks to its growing economy and demand for talent. However, as of June 1, 2025, major legal changes have come into effect that significantly impact the way foreigners can be employed in Poland.
Whether you’re a foreign job seeker, a recruitment agency, or an employer, understanding these changes is essential for compliance and success. Here’s everything you need to know about the new rules.
1. A Fully Digitalized Process
All work-related applications must now be submitted exclusively online via the government platform praca.gov.pl. Paper submissions, emails, or in-person applications are no longer accepted.
Applicants and employers must use:
- Trusted Profile (Profil Zaufany)
- E-ID (electronic ID)
- Qualified digital signature
This change aims to reduce delays, increase transparency, and modernize the hiring process across the country.
2. No More Labour Market Test
Previously, employers had to prove that no Polish or EU candidate was available before hiring a foreigner — this was known as the Labour Market Test. As of June 1, this requirement has been eliminated.
However, each voivodeship (regional office) has the right to publish a list of restricted professions that are not open to foreigners in their region. This allows local authorities to protect specific sectors while maintaining flexibility in the job market.
3. Employment Contract Now Mandatory Before Work Starts
A foreign employee must sign a written employment contract before beginning any work — regardless of the permit type.
Key highlights:
- The contract must be in writing.
- It must be in a language the employee understands.
- If it’s not bilingual, a certified Polish translation is required.
- Employers are obligated to inform the employee of their right to join trade unions.
This new rule is designed to prevent informal labor and protect worker rights from day one.
4. Expanded Reporting Obligations for Employers
Employers now face strict deadlines to report changes in employment status for foreign workers, such as:
- Failure to start work within 2 months of permit issuance
- Work suspension for more than 2 months
- Early termination of employment
- Employment termination for temporary residence and work permit holders
Additionally, from:
- July 1, 2025 – Employers must submit the signed contract online when hiring under a declaration.
- August 1, 2025 – This requirement will extend to work permits.
5. Stricter Documentation Rules
Employers are required to store complete documentation for each foreign employee, including:
- Passport copy
- PESEL number or date of birth
- Valid visa or residence permit
- Proof that the right to stay in Poland covers the entire employment period
These documents must be kept for the full employment duration plus two years in case of inspection by the authorities.
6. Civil Contracts No Longer Allowed for Foreign Workers
From now on, only full employment contracts (Umowa o pracę) are permitted when hiring foreigners.
This means Umowa zlecenie and Umowa o dzieło — civil law contracts previously used widely for foreign workers — are no longer valid for this group. This is a major shift aimed at reducing misuse and improving worker security.
7. Work Not Permitted on Certain Visa Types
Foreigners holding the following visa types cannot work in Poland, even if they have a job offer or permit:
- Tourist visa
- Student visa
- Family reunion visa
- Medical visa
- Schengen visas issued by other countries
This change closes several legal loopholes and strengthens the link between legal residence and legal employment.
8. Penalties for Non-Compliance
Authorities are now enforcing stricter penalties for violations, including:
- Fines from PLN 3,000 to 50,000 per incident
- Permit refusal for employers who:
- Owe social security (ZUS) or taxes
- Provide false documents
- Run a company solely for visa purposes
Proper documentation, transparent contracts, and timely reporting are now more important than ever.
9. Special Schemes for Certain Countries
Simplified hiring procedures still apply to citizens of:
- Ukraine
- Belarus
- Moldova
- Georgia
- Armenia
- Bangladesh
- Nepal
However, employment under these programs is now limited to 24 months. Shorter permits may apply to companies that are less than a year old or hire foreigners on a part-time basis.
What This Means for Employers and Agencies
| Key Area | What Changed | What You Should Do |
|---|---|---|
| Contract Type | Only employment contracts allowed | Switch all contracts to Umowa o pracę |
| Reporting | Tighter timelines and mandatory online reporting | Update your HR system and calendar alerts |
| Visa Compliance | More restrictions on visa types | Verify legal stay carefully before hiring |
| Penalties | Higher risk and larger fines | Conduct regular internal compliance checks |
| Documentation | Stricter retention rules | Create digital records for all hires |
Final Thoughts
The new employment regulations mark a significant shift in how foreign workers are managed in Poland. While these changes introduce more structure and protection, they also require more responsibility from employers, agencies, and job seekers.
At [Your Agency Name], we’re here to guide you through these updates with full transparency and compliance. Whether you’re a job seeker or a company looking to hire, our team is ready to help you navigate the new rules effectively.
Would you like this blog translated into Polish as well?
Let me know if you want:
- A downloadable checklist PDF
- A short LinkedIn version of this post
- Or another blog post based on these new laws (for job seekers or employers)
