For years, a B2B contract was a convenient solution for companies employing foreign nationals — it reduced formalities and costs, and the risk that such a contract might one day be reclassified as an employment relationship felt remote, since it required a lengthy court process. This state of affairs came to an end on 8 July 2026, when the Act of 11 March 2026 amending the Act on the National Labour Inspectorate entered into force. For employers “employing” foreign nationals on a B2B basis, this means a risk that extends beyond labour law alone — it also affects the very basis on which the foreign national legally resides and works in Poland.
read moreFor years, civil-law contracts were a safe alternative to an employment contract. Even if a labour inspector noticed during an inspection that a working relationship looked, in practice, like ordinary employment, the most they could do was refer the case to court. The process could take years, giving the company time to find the best way to resolve the situation. This state of affairs came to an end on 8 July 2026, when the Act of 11 March 2026 amending the Act on the National Labour Inspectorate entered into force. As of that date, it is the employer who must defend itself against an administrative decision that the inspector can issue on their own, converting a contract of mandate or a B2B contract into an employment contract.
read moreEU Directive 2023/970 obligates member states to adapt regulations regarding pay transparency in the workplace to EU standards. Its goal is to eliminate the gender pay gap and strengthen the application of the principle of equal pay by increasing wage transparency and improving mechanisms for enforcing employees’ rights. These are not just fine-sounding slogans – employers will face real obligations. Some of the changes introduced will require long-term preparation.
read moreThe Employer of Record (EOR) model is gaining popularity in Poland alongside the growth of remote work and the globalization of employment. Increasingly, foreign companies want to hire specialists in Poland without the need to establish a company or branch of a foreign entity here. Using the EOR model makes it possible to formally employ a worker through another entity while still benefiting from the results of that person’s work.
What exactly is an Employer of Record (EOR)? Is the EOR model regulated in any way in Poland? What risks and obligations are associated with EOR employment?
An employment contract is one of the basic forms of employment in Poland. What distinguishes it from other “employment contracts” (e.g., commission contracts or B2B contracts) is that it is subject to the regulations contained in the Labor Code regarding the rights and obligations of the employee and the employer. So what are the characteristics of a contractual employment relationship?
read moreWhat is “workation”? Is “workation” regulated in Polish law? How can the principles of “workation” be established in an employment contract?
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