Hiring talent in Poland means understanding the country’s work authorization process and getting it right from the start. Legal compliance protects every aspect of teams, your businesses, and long-term global growth.
Here’s what employers need to know about securing legal work authorization in Poland for foreign talent.
Work authorization in Poland
Poland requires foreign nationals to obtain legal authorization before working in the country. Failing to comply with these rules can lead to penalties, both for the employer and the employee.
A few key terms to know:
- Work permit: Required for most non-EU citizens, typically sponsored by the employer.
- Residence permit: Often required in addition to a work permit for stays longer than 90 days.
- Visa: A document that allows entry into Poland, separate from work and residence permits, but often part of the same process.
EU citizens don’t need a visa to enter Poland or a work permit to take a job. But non-EU nationals—including U.S. citizens—must secure the proper documentation.
Types of work visas available in Poland
Poland offers two main types of employment visas:
- Type D national visa: A long-stay visa issued for employment purposes. It allows foreign nationals to live and work in Poland for more than 90 days.
- Schengen visa (Type C): A short-stay visa allowing travel across Schengen countries for up to 90 days in a 180-day period. It is not typically used for employment, but can be relevant for business visits.
Citizens of the EU, EEA, or Switzerland can work in Poland without a work permit. However, non-EU citizens need to go through the full work authorization process, which starts with a job offer from a Polish employer.
Application process for Poland work visas
Begin by gathering all required documents, which typically include a valid passport, signed employment contract, completed visa application form, proof of health insurance, and recent photographs. Next, the employer submits a work permit application to the local voivodeship office, which is the regional administrative authority in Poland. After the work permit is approved, the employee can use this document to apply for a Type D visa at a Polish consulate.
If the employee plans to stay in Poland for more than 90 days, they must apply for a temporary residence permit after arriving in the country. Each voivodeship office may have slightly different procedures, so employers should check the Ministry of Foreign Affairs of Poland or consult local legal experts for region-specific requirements.
Eligibility requirements for a Poland work visa
General eligibility requirements for a Poland work visa include:
- A valid job offer from a Polish employer
- Proof that the position cannot be filled by a local or EU candidate
- Clean criminal record
- Health insurance coverage
Process for U.S. citizens
For U.S. citizens, the process is similar to other non-EU applicants. A U.S. passport holder must first obtain a work permit from their prospective employer and then apply for a Type D visa through a Polish consulate in the United States. U.S. citizens can stay in Poland visa-free for up to 90 days, but cannot legally work during that time without proper authorization.
Employers also carry responsibilities. They must prove that the job was first offered to Polish and EU workers and document their hiring process. This labor market test may be waived in certain high-demand sectors, such as IT or engineering.
Navigating the employment landscape in Poland
Poland’s labor market is one of the fastest growing in Central Europe. According to Eurostat unemployment statistics, unemployment is consistently below the EU average, and demand for skilled professionals continues to rise in sectors like software development, finance, and manufacturing.
Maintaining your work authorization
Once in Poland, foreign employees must maintain valid work and residence permits throughout their stay. Employers should track expiration dates closely, as renewals must be filed well in advance.
Failure to renew on time can result in fines or forced departure. Employees also have legal rights in Poland, including minimum wage protections, vacation entitlements, and workplace safety regulations. The Polish Labour Code information outlines these in detail.
Employees should also report any changes in their employment status or address to the appropriate voivodeship office.
How Velocity Global can help
Managing work authorization in Poland requires a careful understanding of local regulations and procedures. That’s where Velocity Global can help. Its Employer of Record (EOR) solution handles all employment compliance matters, including securing work permits, managing payroll, and ensuring benefits align with local laws, all without the need for a local entity.
Learn more about how Velocity Global enables seamless international hiring and supports workforce expansion in Poland and beyond.
This information does not, and is not intended to, constitute legal or tax advice and is for general informational purposes only. The intent of this document is solely to provide general and preliminary information for private use. Do not rely on it as an alternative to legal, financial, taxation, or accountancy advice from an appropriately qualified professional. The content in this guide is provided “as is,” and no representations are made that the content is error-free.
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