Hiring in Poland in 2026 sits at the intersection of skilled technology talent, a changing regulatory landscape, and international business needs. At EWS Limited, we know how growth-minded companies see Poland: a hub for innovation and a home to highly qualified workers, especially in IT and software development. For many HR leaders, C-level executives, and global mobility managers, figuring out the real costs, compliance hurdles, and value of hiring Polish professionals is both a challenge and an opportunity.
Poland is more than just a talent pool. It’s the nearshore answer for future-ready businesses.
Through this article, we share what we have learned about employing people in Poland in 2026, focusing on attracting developers, tax and legal details, and understanding the costs—financial and organizational—of building a team in one of Central Europe’s most promising economies.
Many global companies are drawn to Poland. The reasons are clear: a vibrant workforce, reliable education system, and a cultural fit for international teams. According to recent reports from the Polish Economic Institute, Poland’s employment hit a record 17.361 million in Q3 2025, with an employment rate among ages 20–64 at 79%—above the EU average.
For businesses pursuing EOR solutions in Poland, this means access to a large, skilled workforce and a supportive business environment for both foreign investment and company formation. From our work at EWS Limited, we have seen how not only large enterprises but also scaling startups look to Poland for cost-effective hiring and lasting relationships.
The Polish education system continues to produce thousands of STEM and IT graduates each year. This, paired with sustained economic growth, ensures that the talent pool remains strong and future-oriented. English proficiency remains high in the sector, and work ethics align with Western European and US corporate standards.
We constantly see these factors help international companies ramp up their teams rapidly while ensuring productivity and stability.
Choosing an Employer of Record (EOR) in Poland lets you hire Polish employees without forming a local entity. This is particularly attractive for Series B and C startups scaling globally, and for established IT businesses looking for agility. EWS Limited specializes in managing these arrangements, minimizing the complexity for our clients.
With the right EOR approach, you can hire faster, stay compliant, and focus on growth.
The core steps for hiring through an EOR in Poland include:
Our team has guided companies through each of these steps, ensuring not only smooth hiring but also seamless ongoing management of employment relationships.
For a detailed view on compliance, we recommend using our compliance checklist for international hiring, which is regularly updated for local and EU-specific regulations.
What are the tax and social contribution rules in Poland?Total cost calculation starts with understanding employer and employee tax obligations. For 2026, taxes and social security remain a key factor impacting payroll costs.
Employers in Poland are required to contribute to several funds, including pension, disability, accident insurance, and a Labor Fund. The precise rates change annually, but for international teams budgeting for growth, a reliable range for 2026 is:
Income tax is calculated progressively, with brackets and thresholds subject to periodic adjustment. In 2026, the main personal income tax rates expected are:
Salaries negotiated between company and employee are stated as gross, with payroll outsourcing providers or EORs (like us at EWS Limited) responsible for accurate withholding and reporting.
Employers using an EOR for Poland in 2026 will find peace of mind in having taxes, insurance, and legal deductions managed expertly. Employees benefit from clear contracts, transparent salaries, and the same statutory protections as local hires.
Let’s illustrate a real-world example: A mid-level software engineer in Warsaw, with three years’ experience and good English skills, is hired on a gross salary of PLN 17,000 per month (approx. EUR 3,850 as of late 2025). This is a typical rate for experienced IT talent in Poland.
What does this cost your company each month?
So the estimated total is PLN 22,480 – 23,280 per month (about EUR 5,090 – 5,270), excluding other optional perks. This includes wages, benefits, taxes, risk management, and ongoing legal monitoring—an all-in cost for compliant Polish employment.
Do not underestimate the value of a local partner for cost control and compliance.
Different sectors, levels of experience, and role specializations will affect the final figure. For larger teams or high volume, negotiating better EOR rates is often possible.
The year 2025 saw a slight decrease in job openings, as the Polish Economic Institute reported, but salaries in the IT sector have continued to rise. Employers planning for 2026 should budget for ongoing wage growth, especially for in-demand roles.
Payroll outsourcing—managing salary, taxes, and benefits without employing directly—remains popular. For companies extending beyond Poland, this model allows unified payments in multiple currencies, automation of calculations, and easy compliance.
We handle payroll for staff and independent contractors in Poland and around the world, ensuring everyone gets paid reliably and legally, regardless of their location. Our clients include IT vendors and HR teams expanding into multiple countries at once.
Payroll outsourcing through an EOR saves time and eliminates legal risk when entering a new market.
For more on global strategies, our article on a scalable HR strategy for international expansion includes practical advice for modern startups and growing tech firms.
Global mobility: Relocating and onboarding employeesOne trend we have watched closely since 2023 is the growth in cross-border mobility. Companies increasingly relocate existing staff to Poland or bring in foreign specialists. Poland’s immigration rules favor skilled workers, with fast-track residence permits for IT professionals and simplified Blue Card schemes for non-EU hires.
EWS Limited’s global mobility services handle immigration paperwork, local registrations, and relocation logistics, making the process far less stressful for both employers and employees.
With our experience, onboarding can be completed fully remote or in-person, based on the project and company preference.
Teams that include people from diverse backgrounds usually see a positive impact on innovation and team performance. Our work shows that Polish work culture combines structure with creativity. They value clear communication, practical problem-solving, and steady project management.
When bringing in non-Polish hires, we recommend awareness training for both international and local employees to create a foundation for mutual respect and success. For more on why diversity matters, and how to structure diverse global teams, see our insights on hiring a diverse team and why diversity should be part of your hiring strategy.
Opportunities and challenges for 2026 and beyondPoland’s economy is still catching up to Western Europe in pure GDP per capita, but growth has been strong, as data from EURES demonstrates. This means that foreign employers can often offer highly competitive pay while accessing a lower cost base.
For 2026, challenges include evolving labor laws, adapting to automation, and a more competitive market for the best developers. Demand remains high, but immigration and EU-wide compliance rules add complexity.
When hiring Polish developers through local partners or EOR models, we suggest planning for:
In our experience, employers who plan for these factors can avoid costly compliance mistakes and win the loyalty of top local talent.
At EWS Limited, we have helped companies—from early-stage tech startups to established IT consulting firms—expand confidently into Poland. Our EOR service model is based on honest advice, operational excellence, and a deep network in the Polish market. We believe in simply removing barriers so our clients can focus on building great teams and products.
The future of hiring in Poland is bright for those who act with preparation and purpose.
We welcome your questions or plans for hiring in Poland in 2026. Whether you want to understand the total cost, remote payroll, or all-in EOR solutions, our team is here to move your business forward. Get in touch to discover how EWS Limited connects your company with the best talent—ready for tomorrow.
An Employer of Record (EOR) in Poland is a third-party provider that employs staff on your behalf, handling local payroll, contracts, tax filings, and HR compliance. This allows you to hire in Poland without setting up a legal entity, ensuring compliance with Polish labor laws. At EWS Limited, we handle everything from onboarding to monthly payroll, reducing risk for expanding companies.
To hire developers in Poland in 2026, start by defining your needs and required skills. Use sourcing channels popular among Polish IT professionals, such as local job boards, LinkedIn, and university programs. You then select candidates, interview them, and offer jobs through an employment contract that meets local regulations. Many companies choose an EOR provider to manage contracts, payroll, and compliance. EWS Limited supports the entire process, from recruitment to onboarding and long-term management.
The total cost of using an EOR in Poland typically includes the gross salary, employer social contributions (around 20-22% of gross wage), and a monthly EOR management fee, which ranges from about PLN 1,700 to 2,500 per person depending on service scope and volume. For a mid-level developer, this would usually result in a total monthly cost of PLN 22,480 – 23,280, covering salary, taxes, and EOR administration. For an exact quote, reach out to EWS Limited, and we can provide tailored breakdowns for your team size and industry.
Yes, hiring Polish developers is a smart move for many companies. Polish IT professionals are known for their technical skills, adaptability, strong work ethic, and high English proficiency. Salaries, while rising, remain competitive compared to Western Europe or the US. Combined with an advanced work culture and strong educational background, Poland offers both quality and cost-effectiveness. Many of our clients have built long-lasting, successful teams in Poland through EOR arrangements.
The best Polish developers can be sourced through a mix of specialist job boards, IT community events, and university recruiting. Major cities like Warsaw, Kraków, Wrocław, and Gdańsk are home to a large number of skilled professionals. Working with a provider like EWS Limited gives you access to local networks and candidate pools, making the process faster and more reliable. Platforms such as LinkedIn and local tech meetups also offer great avenues for connecting with top talent.
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