Key Services Provided by an Employer of Record in Poland

The good Employer of Record companies in Poland take the legal and payroll load off your team, keep you compliant, and help you onboard engineers quickly without forcing one-size-fits-all policies. Now, let me walk you through what the best EOR services in Poland do, and where you still stay in the driver’s seat.

Employment & contracts

Poland gives you a few ways to engage talent: the Labour Code employment contract – indefinite, fixed-term, or probationary – plus civil-law contracts, and B2B/self-employed setups, popular in IT. Fixed-term employment is capped at 33 months / 3 contracts before it flips to indefinite, and remote hiring and work rules are now codified. Contract type affects cost, control, benefits, and exit mechanisms. Your EOR’s job is to advise you on the right cooperation model, issue compliant contracts, and keep you onside with the Polish Social Insurance Institution (ZUS) and notice-period rules.

Payroll management

Polish law says wages and compensations must be paid at least once a month, on a fixed date, no later than the 10th day of the following month, and if that date is a public holiday, payment must be made earlier.

The typical payroll cycle your Employer of Record company will run:

  • Time & absence capture;
  • Gross-to-net calculation (payslips issued);
  • PIT withholding;
  • ZUS DRA filings & remittances (social + health) on schedule;
  • Year-end reconciliations & statements for clean audits.

Taxes & ZUS management

Your finance team needs to understand the shape of Polish costs and tax pitfalls. Here’s a quick view:

 

Full-time employment

B2B

Employer’s share

CIT: A flat 19% standard rate;

Small taxpayers: 9% (with certain exceptions)

SSC: 20%

N/A

Employee’s / contractor’s share

PIT (progressive): 12% up to PLN 120,000 (~USD 29,800), then 32% on the excess
SSC: 22.71%

PIT: 12%
SSC: PLN 1,773.96 (~ USD 426.00) per month

Polish EOR providers register employees, run withholdings, file on time, and give you clean exports your ledger can digest, so Poland doesn’t become a side project for your CFO.

Benefits management

  • Statutory benefits: paid annual leave (20 working days with < 10 YOE, 26 days with > 10 YOE), sick leave (80% of salary first 33 days by the employer), maternity (140 calendar days) / paternity (14 days) entitlements, social insurance, etc.
  • Non-statutory benefits: private medical, life insurance, sports/meal cards, WFH stipends.
  • Benefits for IT teams (specialized): some Polish EOR service providers focus on tech and can structure packages developers actually value – a full IT kit, learning budgets, conference support, and equity or bonus mechanics – to attract senior engineers. Not every EOR company offers this by default, so check their specialization upfront.

Onboarding & offboarding

  • Onboarding: right-to-work checks, GDPR notices, PPK/benefits comms, bank/tax data.
  • Probation: simple 30/60/90 cadence.
  • Offboarding: drafting termination contracts, compliant letters, notice tracking, final pay, unused leave payout, and severance if applicable.

HR operations

Your EOR’s employee care desk answers everyday questions (leave balances, sick notes, confirmations), helps managers with warnings or investigations when needed, and keeps documents in order so inspections don’t become fires. If you use a global platform, expect HRIS sync/SSO and payroll exports that actually match your cost centers.

Helpful add-ons some Polish EOR providers offer

Let’s switch gears. Beyond core services, the best Employer of Record companies in Poland bring extras that remove friction for software teams.

  • Contractor of Record (COR)
    You may wonder why I mentioned B2B taxes earlier. Because Poland’s IT workforce still blends employment and contracting: in 2025, 53.8% report a full-time employment contract, while 38.5% work on B2B terms. With COR, your provider standardizes B2B agreements (IP, confidentiality), coordinates invoices and on-time payouts, and sends compliance reminders. Importantly, the contractor remains responsible for filing their own PIT/ZUS. From COR, it’s operational help, not a tax position.
  • Visa & work authorization (non-EU talent + US trips)
    There’re three tracks to plan:
  1. Poland side: local work/residence authorization tied to a Polish employer, compliant contracts, payroll, and letters from HR. Your Employer of Record keeps this moving.
  2. US business travel: Polish nationals typically use ESTA (VWP) for trips up to 90 days. When ESTA isn’t available or travel is longer, they apply for B1/B2 – good for meetings, training, partner visits. Your Employer of Record supplies employment confirmations, invitation letters, and a clean travel itinerary to support the application.
  3. Longer US assignments: specialized work visas (e.g., J-1, L-1, or H1-B visas for certain roles) involve quotas, lotteries, and significant costs – your US immigration counsel should advise on eligibility and timing. In the meantime, a Polish EOR can keep the engineer employed locally and provide employment/payroll documentation to support compliant short visits while you assess if sponsorship makes sense.
  • Equipment procurement & sysadmin help
    Laptops prepped, accounts provisioned, and clean de-provisioning at exit. The value here is a human you can ping when something breaks, five minutes before you need it.
  • Employer branding
    Offers land faster when Polish candidates actually know who you are, and see your company across their local channels. Localized postings, salary ranges in PLN, and benefits that make sense for Poland increase apply-to-offer speed and reduce renegotiations.
  • Office / co-working lease
    Even remote-first teams like a place for sprint weeks. Your Employer of Record company can sort a small hub without you learning Polish lease law.
  • Bundled support
    An ideal option is when you have one accountable partner for recruitment, EOR, and operational support at the same time. It reduces fragmentation and keeps your expansion model clean across HQs and cross-border teams.

Overlooked Factors When Choosing an EOR Provider in Poland

Feature lists are nice, but delivery lives in the seams. Before you build your hiring checklist and rate Employer of Record partners in Poland, sanity-check these real-world issues where rollouts usually wobble:

Entity model

Some EOR agencies in Poland own a Polish-registered entity and sign contracts under their own KRS. Others “rent” a local partner’s entity. Owned entities typically mean faster contract tweaks, cleaner accountability, and fewer hand-offs. Partner chains can slow decisions and blur responsibility when you need a same-day fix.

Customer support

Many platforms lean on chatbots, FAQs, and robotic tickets. That’s fine for minor issues like password resets, but this “ping-pong” communication is painful for real matters where you need help: terminations, sick-pay disputes, PPK opt-out deadlines, etc. Ask for account managers in Poland, response-time SLAs, and an escalation path you can call, not just “we’ll get back to you.”

Local expertise & in-country team

One-size-fits-all Polish EOR companies serving 150+ countries can miss tech-specific details, such as airtight IP assignment, equity and stock option handling, on-call patterns, or security offboarding. Insist on PL/EN templates with strong IP and post-termination clauses, plus a team that can advise on Warsaw or Krakow norms, not just copy-paste policy.

Termination & severance handling

Poland has clear rules, but you must execute precisely. For redundancies at employers with 20+ employees, statutory severance is typically 1 month (<2 years), 2 months (2–8 years), 3 months (>8 years), capped at 15× minimum wage. Your provider should draft letters, track notices, and calculate severance or unused leave correctly.

Platform integrations

Check how the Employer of Record company integrates with your HRIS, identity, and payroll files: SCIM/SSO for access hygiene, exportable payroll with cost centers, and consistent PLN/USD treatment. “We’ll email PDFs” is not an integration. Make them demo the workflow you’ll actually use.

Pricing transparency

With many Employer of Record service providers in Poland, pricing looks simple at first glance, then varies by scope. Ask for a clear pricing model and an itemized view so you can compare apples to apples. At a minimum, you should see where the money goes: salary, employer obligations, benefits, the EOR fee (often PEPM – per employee per month), and PLN/USD conversion rates.

Also, confirm what’s included vs optional, and how FX margins and any one-time charges are handled. Neutral, line-by-line quotes make it easier to benchmark providers and avoid ridiculous fees like currency-exchange markups or “document generation” charges for basic letters later.

Top 13 Employer of Record companies in Poland

Now that you know what a Polish Employer of Record company should cover (and what often goes wrong), let’s look at the top EOR companies in Poland to shortlist.

  1. Alcor

Clutch: 4.9/5
G2: N/A

Founded: 2017

Alcor builds and runs tech R&D teams in Eastern Europe and Latin America end-to-end (tech-focused EOR + IT recruitment + operational support). Great choice if you want one accountable partner to hire senior engineers in 2-6 weeks, and handle payroll, benefits, NDA & IP agreements, equipment, and office leasing under one roof.

Pricing: custom, transparent model for services you need

Platform automation: Alcor OS™

Buyer fit category: US tech product companies, scaling to LATAM and Eastern Europe

Pros:

  • 100% tech-focused EOR with local presence and deep expertise;
  • a partner, covering tech recruitment and operations as well, if needed;
  • responsiveness and full support from a Dedicated Customer Manager;
  • full transparency and flexibility in pricing with no prepayments or offboarding costs, and volume discounts for team scaling.

Cons:

  • best for tech rather than non-tech industries;
  • no self-serve HRIS;
  • smaller country coverage (contractor engagements beyond core locations supported via COR).
  1. Deel

Clutch: N/A
G2: 4.8/5

Founded: 2019

Deel is a global Employer of Record and contractor platform with 150+ country coverage, owned entities in Poland, and many markets, handling payroll, benefits, and deep integrations.

Pricing: starting at $599 PEPM (EOR), add-ons vary

Platform automation: Deel Platform

Buyer fit category: From scale-ups to enterprises needing fast cross-border onboarding

Pros:

  • broad 150+ country coverage with owned-entity push;
  • deep platform integrations (Workday/HiBob/BambooHR/SuccessFactors; finance stacks);
  • Equity support for EOR employees

Cons:

  • generalist across many industries means less specialization for, say, deep tech/R&D nuances;
  • robotic support with FAQs and chatbots that often lag, and features bloat for simple, single-country cases, platform may feel heavier than needed;
  • markups on additional services; lack of pricing flexibility.
  1. Rippling

Clutch: N/A
G2: 4.8/5

Founded: 2019

Rippling is an all-in-one workforce platform (HRIS, payroll, EOR, device MDM, identity/SSO). It markets fast EOR payroll lead times and deep HR automation.

Pricing: EOR pricing is quote-based (varies by bundle)

Platform automation: Rippling Platform

Buyer fit category: Scale-ups/enterprises needing HR, payroll, IT, and finance management

Pros:

  • Platform integrates with 600+ apps;
  • all-in-one stack: HRIS + payroll + device management + identity/SSO;
  • payroll in 185+ countries, and 50+ currencies

Cons:

  • generalist across many industries, so niche R&D/IP nuances may require extra diligence;
  • variable support response reported by some G2 reviewers (multi-day waits in certain tiers);
  • modular bundles and add-ons complicate budget forecasting, so pricing transparency can be hard to parse
  1. Remote

Clutch: N/A
G2: 4.6/5

Founded: 2019

Remote is a global Employer of Record and contractor platform, which owns its legal entity in Poland, and other locations. It runs employment, payroll, benefits, contractor management, mobility/relocation, and an integrations/API layer.

Pricing: Starting at $699 PEPM (EOR)

Platform automation: Remote Embedded

Buyer fit category: SMBs and enterprise teams standardizing multi-country hiring

Pros:

  • Integrations + API for HR/finance stacks;
  • Mobility and relocation services, and business-travel support;
  • 90+ countries coverage

Cons:

  • G2 feedback shows delays in payment processing, and poor customer support;
  • generalist across many industries, so deeper R&D/IP edge cases may need extra diligence;
  • a high initial price and add-ons not in the base price (e.g., mobility, certain benefits) can lift TCO even higher.
  1. OysterHR

Clutch: N/A
G2: 4.4/5

Founded: 2019

Global Employer of Record and contractor platform with a proven Poland EOR track.

Pricing: Starting at $699 PEPM (EOR)

Platform automation: Oyster API

Buyer fit category: SMB-mid-market companies standardizing cross-border hiring

Pros:

  • integrations & API to connect HR and finance tools;
  • equity options and specific tools in 80+ countries;
  • 180+ countries coverage

Cons:

  • according to G2 reviews, certain upfront and recurring costs often aren’t transparent, with currency exchange fees that may outpace market benchmarks;
  • support and reimbursement friction (multi-currency reimbursements, slower responses cited by some G2 users);
  • G2 reviewers also report some platform frictions: unclear payout schedules and integration details – plus early cut-offs and cumbersome document uploads.
  1. G-P (Globalization Partners)

Clutch: N/A
G2: 4.5/5

Founded: 2012

A large, global Employer of Record platform with a presence in 180+ countries, and a Poland EOR track. Their stack includes the G-P EOR and COR platforms, and Gia, an AI assistant for compliance and HR queries.

Pricing: Modular

Platform automation: G-P EOR, G-P Contractor, and G-P Gia (AI help platform)

Buyer fit category: Enterprises and scale-ups

Pros:

  • mature automation with integrations;
  • friendly platform interface;
  • broad 180+ countries coverage for fast expansion

Cons:

  • a lack of flexibility in expense rules can be stricter to a client’s internal policy, creating mismatches in day-to-day operations, according to G2 reviews;
  • advanced HR tools and global payroll coverage lean on external providers for certain calculations, adding an extra hop;
  • setup charges, currency conversion spreads, and service surcharges can lift the effective price.
  1. Multiplier

Clutch: N/A
G2: 4.7/5

Founded: 2020

Multiplier is a global EOR and contractor platform with a presence in 150+ countries that also markets payroll and immigration support.

Pricing: Starting at $400 PEPM (EOR)

Platform automation: Multiplier platform

Buyer fit category: All company sizes – from startups to enterprises

Pros:

  • 150+ countries coverage, and solid APAC expertise;
  • narrowly focused EOR scope;
  • offers support in EOR, PEO, and HR consulting, plus more affordable pricing compared to other EOR providers

Cons:

  • generalist across many industries;
  • recurring delays and inaccuracies in payslips, approvals, invoicing, and payroll that force extra oversight and disrupt cash planning, according to G2;
  • slow, limited customer support, and broader service delays that stall onboarding and payments, as mentioned by G2 reviewers.
  1. Pebl (formerly Velocity Global)

Clutch: N/A
G2: 4.6/5

Founded: 2014

Global EOR and international expansion provider with 185+ countries coverage. In Sep 2025, Velocity Global rebranded to Pebl and launched an AI-first hiring/pay platform.

Pricing: Starting at $599 PEPM (EOR) with custom quotes available

Platform automation: Pebl platform

Buyer fit category: Mid-sized companies or enterprises

Pros:

  • new AI-first platform push with rebrand;
  • user-friendly interface of the platform;
  • AI support blended with human touch

Cons:

  • generalist across many industries;
  • uneven local expertise depending on the country;
  • slow or limited support and service delays, according to G2.
  1. MOTIFE

Clutch: 4.8/5
G2: N/A

Founded: 2017

An operator, focused on IT recruitment, IT staff augmentation, soft-landing, and Employer of Record in Poland.

Pricing: Basic, core, and custom packages

Platform automation: N/A

Buyer fit category: Software or R&D teams that want on-the-ground Polish support

Pros:

  • tech-focused;
  • comprehensive expertise on Polish market recruitment and hiring;
  • bundled support: IT recruitment + EOR services

Cons:

  • no platform support;
  • Employer of Record services provided only in Poland;
  • Clutch shows others outranking Motife on the “Cost” section.
  1. EasyEOR

Clutch: N/A
G2: N/A

Founded: 2022

Poland-only Employer of Record operator that also offers PEO services. Runs compliant employment in Poland, and handles practicalities like pre-employment medicals and onboarding paperwork.

Pricing: Custom

Platform automation: N/A

Buyer fit category: Companies wanting a boutique, Poland-first provider for a small-to-mid team

Pros:

  • deep expertise in the Polish market and legislation;
  • narrowly focused Employer of Record scope;
  • offers support in EOR, PEO, and HR consulting

Cons:

  • no multi-country EOR if you expand beyond Poland;
  • no public HRIS platform;
  • one-size-fits-all EOR, focusing on a wide range of industries
  1. VeritaHR

Clutch: N/A
G2: N/A

Founded: 2010

VeritaHR is an HR, outsourcing & recruitment firm operating across Poland. By covering recruiting, contracting, payroll, and HR admin, they hire developers and form teams for software projects.

Pricing: Custom

Platform automation: N/A

Buyer fit category: Companies wanting HR outsourcing and staffing with a Polish presence

Pros:

  • broad HR capabilities in Poland;
  • umbrella services for quick contracting and logistics;
  • also handles employer branding, SMM, talent acquisition planning etc

Cons:

  • only services outsourcing without proper EOR – you still need your own entity in Poland when buying out developers;
  • no public HRIS platform;
  • outstaffing pitfalls: limited control over the team and expenses, exposure of IP, hefty buyout fees
  1. DevsData

Clutch: 5/5
G2: N/A

Founded: 2016

DevsData is an IT staffing and software services company with a primary strength in senior engineering sourcing. EOR-like functions are handled locally by hiring developers and leasing them for project work.

Pricing: Recruitment and project-based;

Platform automation: N/A

Buyer fit category: Startups and scale-ups that need senior tech sourcing for their software projects

Pros:

  • clear IT recruitment positioning;
  • multi-location network across Poland, EU, UK, CA, LATAM;
  • strong tech staffing expertise aligned with the client’s needs

Cons:

  • not a pure Employer of Record;
  • no platform support;
  • scaling and integration constraints due to buyout fees
  1. Devire

Clutch: 4.8/5
G2: N/A

Founded: 2017

Devire is an HR group focused on IT staffing, PEO/employee leasing (external employment), and IT services, with a strong presence across Polish hubs. EOR appears advisory through managed services.

Pricing: quote-based;

Platform automation: N/A

Buyer fit category: Companies that need end-to-end staffing in Poland with PEO

Pros:

  • offers external employment and PEO alongside recruiting (single vendor for sourcing + payroll administration depth);
  • deep recruitment expertise in the Polish market;
  • offers end-to-end operational support and HR consulting

Cons:

  • only services outsourcing without proper EOR – you still need your own entity in Poland when buying out developers;
  • no public HRIS platform;
  • generalist across many industries with common staff augmentation pitfalls.

Top Polish EOR Providers for Managing Software R&D Teams

If your brief is “ship product, not paperwork,” these EOR in Poland providers help you stand up an engineering hub that feels in-house without opening an entity.

Alcor. A partner, building R&D centers focused exclusively on tech. It offers deep tech expertise, a team of 40 headhunters that hires top-10% engineering talent, comprehensive Employer of Record services without the need to waste 2 extra months on legal entity setup in Poland, and 360-degree operational support.

MOTIFE. Kraków-native and tech-first provider that combines EOR with hands-on IT recruiting and “soft-landing” so a new squad is both legally hired and actually ready to build. Their local team brings market intelligence and can arrange coworking or a starter office while you stay remote-first.

Top EOR companies with Headquarters in Poland

If you’d rather ping a team that works on Polish time and knows all the drill with ZUS, PPK, and local notices firsthand, these HQ-in-Poland players are a smart shortlist:

  1. MOTIFE (Kraków). Born in Kraków’s talent hub. Expect Polish-fit contracts and a decent onboarding time frame. Expect Polish-fit templates (IP, probation/notice), an onboarding checklist that covers right-to-work, medical/OHS where needed, and equipment on desks fast.
  2. EasyEOR (Kraków). Poland-only EOR provider that handles compliant employment, payroll/ZUS, required medicals, and neat onboarding paperwork.
  3. Devire (Warsaw). A big HR name on the Polish scene. While they’re not a pure EOR services platform, their recruitment + PEO services are useful if you want one partner to source engineers and handle HR admin.
  4. VeritaHR has supported multi-site expansions in Warsaw and Kraków, standing up teams under umbrella employment, coordinating payroll and onboarding, and bolstering employer branding.

Top EORs with Polish HR Presence & Employee Care Teams

In addition to the companies above, the list is complemented by providers with hands-on HR in Poland:

  • Alcor delivered several Poland expansions: Sift scaled to a 51-person engineering team across Ukraine and Poland with full EOR coverage, while Intel 471 moved 20 developers to Poland and was fully onboarded within four weeks.
  • Pebl (formerly Velocity Global) is a global EOR services provider with a Poland track and an operations model that pairs platform workflows with local HR coordinators.
  • Multiplier. Poland is covered in its country program, with HR support that handles day-to-day admin and employee helpdesk queries.

Best EOR Partners for Strategic Expansion in Eastern Europe

If your roadmap spans Poland today and Romania/Ukraine tomorrow, you need partners that scale cleanly across borders. And the best are:

  • Alcor – tech-first expansion engine for Poland, Romania, and Ukraine;
  • Deel – strong multi-country consistency for companies that want one playbook across CEE;
  • Remote – good fit when you want API-friendly hiring with clear country playbooks in Eastern Europe;
  • Rippling – best when you care as much about IT as HR in Eastern Europe;
  • Oyster HR – handy when you need to formalize contractors into employment across a couple of Eastern European locations and want a clean, predictable workflow.