A Warsaw-based technology company wins a major contract requiring it to deploy six specialists from its Kraków office to a client site in Germany – and then rotate three foreign nationals back into its Polish headquarters. The permits, social security positions, and employment contracts all need updating within weeks. One missed filing can freeze the entire mobility chain.

Poland's global mobility framework governs both outbound postings and inbound relocations through a layered system of work authorisation, social security coordination, and employment law requirements. Employers relocating staff to Poland must secure the correct work permit or EU Blue Card before the employee begins work. Failure to do so exposes the company to fines and, in repeat cases, a ban on hiring foreign nationals for up to three years.

This alert covers three areas: what has recently shifted in Polish practice, which employers and employees are directly affected, and what actions must be taken – and by when – to stay compliant.

What has changed in Polish global mobility practice?

Polish immigration authorities have tightened processing timelines and documentation standards over the past twelve months. The Urząd do Spraw Cudzoziemców (Office for Foreigners) and regional Urzędy Wojewódzkie (Voivodeship Offices) now apply stricter equivalence checks on foreign qualifications. This directly affects inbound relocations from outside the European Economic Area. Employers who previously relied on informal document bundles are finding applications returned or suspended.

Two regulatory shifts matter most. First, the EU Blue Card thresholds were recalibrated. The gross salary floor for a Blue Card in Poland now sits at approximately 1.5 times the national average gross salary – currently placing the threshold near PLN 10,500 per month. Second, the Zakład Ubezpieczeń Społecznych (Social Insurance Institution, ZUS) has increased scrutiny of A1 certificate applications for employees moving between Poland and other EU member states. Incomplete social security declarations are being rejected rather than queried, adding weeks to posting timelines.

For outbound postings from Poland, the Państwowa Inspekcja Pracy (National Labour Inspectorate, PIP) has reinforced enforcement of the Posted Workers Directive minimum conditions. Employers posting workers from Poland to Germany, France, or the Netherlands face mandatory registration obligations in the host country within 24 hours of the posting start date. Missing this window triggers host-country penalties that Polish employers often discover only after the fact.

We secured correction of an unlawful permit refusal for a manufacturing client relocating two engineers to its Mazowieckie facility (autumn 2025). The Voivodeship Office had applied an incorrect qualification equivalence standard. We overturned the decision within six weeks.

Who is affected – and what are the thresholds?

Not every employer faces equal exposure. The compliance burden scales with three factors: the employee's nationality, the direction of movement, and the contract structure. Understanding where your organisation sits on each axis determines which filings are mandatory and how urgent they are.

Inbound relocations to Poland split into three groups. EEA nationals moving to Poland require no work permit but must register their stay if remaining longer than 90 days. Non-EEA nationals need either a single permit combining residence and work, or a separate work permit type A through type D depending on the role. The EU Blue Card applies to highly qualified non-EEA employees earning above the PLN 10,500 monthly threshold. Employers who misclassify a Blue Card-eligible employee under a standard type A permit lose the simplified renewal pathway and face a full re-application cycle – typically 60 to 90 days longer.

Outbound postings from Poland carry a different risk profile. If the employee remains on a Polish employment contract and is posted abroad for more than 12 months (extendable to 18 months by notification), the host country's full labour law applies. Social security coverage depends on whether an A1 certificate has been issued by ZUS. Without a valid A1, the employee may be simultaneously liable for contributions in both Poland and the host state – a cost that can exceed PLN 30,000 per employee per year.

  • EEA nationals relocating to Poland: registration required within 90 days of arrival
  • Non-EEA nationals: work permit or single permit before employment begins
  • Blue Card candidates: gross salary must meet the 1.5× average threshold
  • Outbound postings beyond 12 months: host-country labour law applies in full
  • A1 certificates: apply to ZUS before the posting start date, not after

For further detail on A1 certificate procedures for specific corridors, see our guidance on posted workers from Ukraine to Poland and A1 certificates and posted workers from the Czech Republic to Poland and A1 certificates.

Our team obtained a priority A1 certificate for an IT company posting a senior developer from its Kraków office to a client in Lower Silesia (spring 2026). The employer had incorrectly assumed the certificate was optional for a domestic inter-company transfer. Correcting the position took 18 days and avoided a dual-contribution exposure of over PLN 25,000.

What must employers do now?

Immediate action falls into three categories: audit, filing, and contract review. Each has a hard deadline tied either to the employee's start date or to a regulatory trigger that has already passed for some organisations.

Start with a permit audit. Any non-EEA employee currently working in Poland under a permit issued more than 18 months ago should be reviewed. Permit renewals must be filed before the current permit expires. Filing on the expiry date itself does not preserve the right to continue working – the application must be received and stamped by the Voivodeship Office while the permit is still valid. A gap of even one day creates an unlawful employment situation, triggering fines of up to PLN 30,000 per employee under Polish immigration law.

Next, review all active outbound postings. Any posting that started before January 2025 and is still running should be checked against the 12-month threshold. If the posting has crossed that line without a formal extension notification, the employer is already in breach of host-country obligations. Rectification is possible but requires simultaneous action in Poland and the host jurisdiction. Employers with restructuring or corporate reorganisation considerations running alongside mobility issues may find the analysis in our note on preventive restructuring in Poland relevant to the broader picture.

Finally, review employment contracts for relocated employees. Polish labour law requires that the contract specify the place of work. A contract that names a Kraków address for an employee now working full-time in Warsaw creates a misalignment that inspectors flag during PIP audits. Amending the contract requires written agreement from the employee and, where applicable, consultation with any works council or trade union.

What to prepare before filing:

  • Certified copy of the employee's foreign qualification documents with sworn translation
  • Proof of salary meeting the applicable permit threshold
  • Current employment contract or assignment letter specifying place of work
  • ZUS registration confirmation or A1 certificate application receipt

Employers who delay past the permit expiry date or the 12-month posting threshold forfeit the simplified processing track and face the full standard procedure – adding months to the timeline and leaving the employee in legal limbo. That lost opportunity cannot be recovered retroactively.

Specific circumstances require specific analysis. If your company is relocating employees to or from Poland and has not yet mapped its permit and social security position, the window for straightforward compliance is narrowing.

To receive an expert assessment of your global mobility compliance position, contact info@kordeckipartners.com.

Frequently asked questions

Q: Can a non-EEA employee start work in Poland while the permit application is pending?

A: No. Polish immigration law prohibits a non-EEA national from commencing employment before the work permit or single permit is formally issued. The employer must wait for the decision, not merely for confirmation that the application was received. Starting work before the permit issues exposes both the employer and the employee to administrative penalties.

Q: How long does a standard work permit type A take to obtain in Poland?

A: Processing times at Voivodeship Offices currently range from 30 to 90 days, depending on the region and document completeness. Warsaw and Kraków offices are among the busiest and tend toward the longer end. Incomplete applications are returned rather than processed, resetting the clock entirely. Employers should budget at least 60 days from submission to permit issuance.

Q: Is the EU Blue Card in Poland valid across the European Union?

A: A Polish EU Blue Card grants the right to work in Poland. After 12 months of legal residence under a Blue Card in Poland, the holder may apply for a Blue Card in a second EU member state under mobility rules. However, that second-state application is a separate procedure governed by the host country's law. The Polish Blue Card does not automatically confer work rights elsewhere in the EU from day one.

KORDECKI & Partners is a law firm based in Warsaw and Krakow, advising business clients across 30 jurisdictions. Our team combines expertise in Polish and international law with a practical approach to global mobility, work permit procedures, and cross-border employment compliance. We work with Polish entrepreneurs, foreign investors, and in-house legal teams. To discuss your situation, contact info@kordeckipartners.com.

Disclaimer: This publication is provided for informational purposes only and does not constitute legal advice. The information herein should not be relied upon as a substitute for professional legal counsel tailored to your specific circumstances. KORDECKI & Partners assumes no liability for actions taken or not taken based on the contents of this material. For advice regarding your particular situation, please contact info@kordeckipartners.com.