Poland Work Permits & Visas: Employer Guide to Types & Sponsorship

Who Needs a Work Permit in Poland?

Any non-European Union (EU), non-European Economic Area (EEA), or non-Swiss national requires a work permit to work legally in Poland. Employers hiring foreign workers must ensure that the employee possesses the appropriate work authorization before starting employment. This includes both long-term employment contracts and temporary assignments. Exceptions apply to certain categories such as intra-corporate transferees, researchers, and some business visitors who may be exempt under specific conditions.

Work Permits vs. Work Visas in Poland

Work Permits in Poland

A work permit is an authorization document that is a prerequisite for obtaining a work visa and it allows foreign professionals to work legally in Poland. Employers are responsible for applying for the permit at the relevant Voivodeship Office (local government authority) in Poland.

Work permits are issued for a specific job position, employer, and time period.

Work Visas in Poland

Once the work permit is approved, foreign workers are able to apply for work visas. These are documents that allow foreign nationals to enter and live in the country for work purposes.

While these documents have different application processes and purposes, both documents are required for legal employment of non-EU citizens in Poland.

Types of Work Visas in Poland

Now that we have distinguished the differences between work permits and work visas in Poland, let's dive into the different types offered of each of these documents. The following table provides an overview of work permit options in Poland:

Type A – Employment with a Polish Employer

The Type A work permit is designated for foreign nationals employed under a contract with an entity whose registered office or place of residence is located in Poland.

This permit is essential for businesses seeking to hire foreign talent directly under a Polish employment contract. It ensures compliance with Polish labor laws and facilitates the legal employment of non-EU nationals.

The Type A work permit is ideal for companies establishing or expanding operations in Poland that require specialized skills not readily available in the local labor market.

💡 Best work permit option if: Your business intends to hire a foreign employee directly under a Polish employment contract, especially when the role requires specialized skills not readily available in the local labor market.

Type B – Managerial Positions

The Type B work permit applies to foreign nationals serving as members of the management board or handling affairs of a Polish company.

This permit is crucial for companies appointing foreign nationals to senior management positions, ensuring that the employment complies with Polish regulations.

This work authorization permit is suitable for multinational corporations or startups establishing a presence in Poland that require experienced leadership to manage operations.

💡 Best work permit option if: Your company is seeking to appoint a foreign national to a senior management position, ensuring compliance with Polish employment regulations.

Type C – Employment with a Foreign Employer Having a Polish Branch

The Type C work permit is for employees of foreign companies posted to Poland for over 30 days annually. This permit facilitates the temporary assignment of employees from foreign branches to Poland, supporting international operations and knowledge transfer.

It is best for companies with a global presence that require employees to be temporarily assigned to the Polish branch for business operations.

💡 Best work permit option if: Your company operates internationally and requires employees to be temporarily assigned to your Polish branch for business operations.

Type D – Employment with a Foreign Employer Without a Polish Presence

The Type D work permit is for foreign workers temporarily posted to Poland to provide export services. This permit supports the provision of services in Poland by foreign companies without a physical presence, ensuring legal compliance for temporary assignments.

This work permit is appropriate for foreign companies providing specific services in Poland on a temporary basis without establishing a permanent presence.

‍💡 Best work permit option if: Your company intends to provide specific services in Poland on a temporary basis without establishing a permanent presence.

Type E – Employment with a Foreign Employer for Other Purposes

The Type E work permit is for foreign workers posted to Poland for more than 30 days within a 6-month period for work not covered under other permits. This permit accommodates unique employment scenarios not addressed by other permit types, offering flexibility for various business needs.

This work permit is ideal for companies requiring foreign employees to undertake specific tasks in Poland that do not align with other work permit categories.

💡 Best work permit option if: Your company requires a foreign employee to undertake specific tasks in Poland that do not align with other work permit categories.

Type S – Seasonal Work Permit

The Type S work permit is for employment in agriculture, horticulture, tourism, or hospitality. This permit is essential for businesses in seasonal industries, allowing them to legally employ foreign workers during peak periods.

This type of work permit works well for businesses operating in sectors with peak seasons requiring additional temporary labor, such as agriculture during harvest periods or tourism during high travel seasons.

💡 Best work permit option if: Your business operates in sectors with peak seasons requiring additional temporary labor, such as agriculture during harvest periods or tourism during high travel seasons.

Type D National Visa (National Visa for Employment)

The Type D National Visa is a long-term visa allowing non-EU nationals to stay in Poland for more than 90 days, typically issued for employment purposes. This visa is essential for businesses seeking to employ non-EU nationals for extended periods. It facilitates the legal employment of foreign workers, ensuring compliance with Polish immigration laws.

The National Visa for Employment is best for companies requiring specialized skills not readily available in the local labor market, allowing them to hire foreign professionals for long-term projects or positions.

💡 Best work permit option if: Your business needs to employ a non-EU national for a role requiring specialized skills for an extended period, ensuring compliance with Polish immigration laws.

EU Blue Card

The EU Blue Card is a residence and work permit designed for non-EU nationals with high qualifications, allowing them to work and reside in Poland. This permit enables businesses to attract and retain highly skilled professionals from outside the EU, addressing skill shortages in specialized fields.

The Blue Card is ideal for companies in sectors such as IT, engineering, and research that require highly qualified professionals to fill specialized roles.

💡 Best work permit option if: Your company requires highly skilled professionals from outside the EU to fill specialized roles while remaining compliant with Polish immigration laws.

Work Permit Application Process in Poland (Step-by-step)

In Poland, most non-EU hires are based on an employer-driven process, where the company applies for a work permit or supports a combined residence-and-work application. The exact steps and authorities involved can differ slightly by voivodeship (region), so always verify local practice.

• Step 1: The employer defines the role and checks whether a work permit is required. This includes confirming the candidate’s nationality, intended length of stay, and whether an exemption applies (for example, certain EU citizens or specific professions).
• Step 2: The employer prepares the job offer and employment terms. This typically involves drafting an employment contract or binding offer that meets Polish labor law, including minimum salary thresholds and working time rules.
• Step 3: Where required, the employer completes a labor market test (information from the starosta). In some cases, the local labor office must confirm that there are no suitable local candidates before a Type A Work Permit can be issued, although exemptions apply for certain roles and nationalities.
• Step 4: The employer gathers corporate documentation and completes the work permit application. This may include company registration extracts (KRS or CEIDG), tax and social security confirmations, and details of the company’s business activity.
• Step 5: The employer submits the work permit application to the competent voivodeship office and pays the applicable fee. Authorities review the application, may request additional information, and then issue a decision granting or refusing the permit.
• Step 6: Once the work permit is issued, the employer provides the employee with the permit or its details and a signed contract. The employee then uses these documents to apply for a national D visa or a temporary residence and work permit, if they are not already legally in Poland.
• Step 7: The employee attends any required consular appointment or in-country appointment at the voivodeship office. After approval, they receive a visa or residence card, which, together with the work permit or single permit, allows them to start or continue working for the sponsoring employer.
• Step 8: After arrival and start of work, the employer completes onboarding and compliance steps. These include registering the employee for social security (ZUS), ensuring tax registrations, and keeping copies of the work authorization documents on file for inspection.

Requirements and Eligibility for a Work Permit

Eligibility for a Polish work permit depends on the candidate’s nationality, the type of role, and the employer’s compliance status. Authorities focus on whether the employment is genuine, lawful, and aligned with local labor standards.

Common requirments inlcude:

• Valid job offer and employment contract: The foreign national must have a concrete job offer from a Polish employer, with terms that comply with Polish labor law, including salary, working hours, and benefits.
• Employer in good standing: The sponsoring company should be properly registered in Poland, actively conducting business, and compliant with tax and social security obligations, as authorities may refuse permits for non-compliant entities.
• Appropriate qualifications and experience: The employee should have the education, professional licenses, or experience required for the role, and authorities may request diplomas, certificates, or CVs to verify this.
• Labor market test where applicable: For some roles and regions, the employer must obtain information from the starosta confirming that there are no suitable local candidates, which helps protect the local labor market.
• Minimum salary and working conditions: The offered remuneration must not be lower than that paid to comparable employees in the same region and sector, ensuring that foreign workers are not underpaid or used to undercut local wages.
• Valid travel document and legal stay: The employee must hold a valid passport and, where required, a visa or other basis of stay while the application is processed, as overstays or irregular status can lead to refusals.

Work Permit Processing Time in Poland

Processing times for Polish work permits and related visas can vary significantly by region, season, and the specific permit type. Backlogs at voivodeship offices and consulates can extend timelines beyond official estimates.

The typical processing time for a work permit or visa in Poland can vary depending on the voivodeship office, the complexity of the case, and whether additional documents are requested. Generally, you can expect the following timelines:

• Temporary Residence or Work Permit: Often around 2 to 4 months after complete documents are submitted, though in busy regions it can extend to 6 months or more.
• Permanent Residence: Commonly 6 to 12 months or longer, as authorities conduct more detailed background checks and verify long-term residence and integration criteria.
• Short-Term Business or Work Visas: Typically 2 to 6 weeks from the consular appointment, depending on the embassy’s workload and the purpose of travel, such as business meetings or short assignments.

Expected Processing Timeline: Employer vs Employee

From an operational perspective, it helps to map the process into weekly milestones so both employer and employee know what to expect. Actual timing will depend on how quickly documents are gathered and how busy the authorities are.

• Week 1: Employer finalizes the job offer, gathers corporate documents, and confirms whether a labor market test is required.
• Week 2: Employer submits the work permit application to the voivodeship office and pays the fee; the employee prepares personal documents such as passport copies, diplomas, and CV.
• Week 3–6: Authorities review the work permit application, may request additional information, and then issue the decision; the employer forwards the permit or decision details to the employee.
• Week 6–10: Employee books and attends a consular appointment (if outside Poland) or files a temporary residence and work application in-country, providing biometrics and any supplementary documents.
• Week 10–16: Visa or residence card is processed; the employer plans the employee’s start date, onboarding, and any relocation logistics.
• Week 16+: Employee arrives in Poland (if not already there), starts work in line with the permit, and both parties monitor expiry dates for future renewals.

Who Does What During Poland Work Permit Sponsorship?

• Employers are responsible for: Defining the role, confirming that a work permit is needed, preparing and submitting the work permit application, paying official fees, and ensuring compliance with labor, tax, and immigration rules. They must also keep records, monitor permit and visa expiry dates, and initiate renewals in good time.
• Employee is responsible for: Providing accurate personal information and supporting documents, attending any required consular or voivodeship appointments, and maintaining a valid passport and legal stay. They must also comply with the specific terms of the permit, including working only for the authorized employer, in the approved role and location.

Work Permit Renewal Periods in Poland

In Poland, Type A Work Permits and temporary residence and work permits are usually granted for up to 3 years, but the exact validity depends on the contract length, role, and authority practice. Renewals generally follow a similar process to the initial application, and applications should be filed before the current permit or residence card expires to preserve continuity of stay and work.

Many employers start renewal planning 3 to 6 months before expiry to allow time for document collection and potential delays at voivodeship offices. Because practice may vary between regions and categories of workers, you should always confirm current renewal rules and lead times with the relevant voivodeship office or qualified local counsel.

What Are the Fees for a Work Permit or Visa in Poland?

The fees for work permits and visas vary depending on the type of permit and duration of employment. The table below shows the approximate cost of work permits in Poland:

Once the work permit has been received, the employee is expected to apply for a work visa at a Polish consulate in their home country. The following table shows the cost of work visas in Poland:

Note: The above fees reflect government fees for work permits and visas in Poland, and is not associated with Playroll's fees for visa support services. Please contact our team for detailed information on our visa support services.

Visa Requirements For Digital Nomads in Poland

Poland currently does not have a dedicated digital nomad visa. However, digital nomads may enter on a Schengen Visa (C-Type), Freelancer/Business Activity Visa or a National Visa (D-Type), depending on their intended stay duration. The Freelancer/Business Activity Visa is the most suitable option for digital nomads looking to live and work in Poland.

The Freelancer/Business Activity Visa requires applicants to register as sole proprietors in Poland and it is strongly recommended that they have at least one Polish client. Individuals seeking to acquire this visa must also provide proof of sufficient funds (at least 776 PLN) and comprehensive health coverage (at least €30,000). Additionally, professionals living and working in Poland under this visa will be required to pay monthly social security and health insurance contributions (around PLN 1,700 per month).

Employer Compliance & Obligations in Poland

Employers may face several challenges when hiring foreign employees in Poland:

• Navigating Bureaucracy: The administrative process can be lengthy and complex.
• Labor Market Test Requirements: Proving the unavailability of local candidates can delay applications.
• Language Barriers: Documentation and communication with authorities often require Polish proficiency.

Hire Global employees without hassle with an EOR solution

Expanding your workforce across international borders is an exciting step, but it can be a logistical nightmare to hire and pay employees in different countries. That’s the advantage of using a trusted Employer of Record like Playroll. They can:

• Handle your international payroll: An EOR will act as your payroll provider, paying your employees on your behalf in the local currency. The company will also have in-depth knowledge of local tax codes, regulatory practices, and everything else that goes into managing global payroll.
• Alleviate compliance concerns: Different countries each have their own federal and local laws governing employee payments. An EOR helps ensure that you are compliant with the unique set of laws for any country in which your company operates. This is extremely important since a compliance slip-up can result in heavy fines or even a lawsuit.
• Hire and pay international contractors: Sometimes a particular project or role doesn’t require hiring a full-time employee. An EOR gives employers the flexibility to also hire contractors as needed, and avoid the potential for misclassification under local labor law.