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Market entry without entity setup

Skip company registration, share capital, the Polish corporate bank account, and registration as a contribution payer with ZUS and the tax office. KOMP’s existing Polish infrastructure lets you make offers as soon as you find the right person.

Hire-to-retire lifecycle management

KOMP Activate runs onboarding, contracts, and benefits; KOMP PayOps runs monthly PLN payroll with ZUS and tax filings; KOMP TimeOps tracks attendance, leave, and working time records; and compliant offboarding closes the loop, all in one flow.

One view across every country

KOMP Workforce gives HR, Finance, and Legal a single source of truth for Polish and global headcount, covering payroll status, employer contribution costs, PPK participation, leave balances, and compliance alerts, with audit trails built in.

Compliant employment contracts

We issue written contracts that meet Labor Code requirements, covering the role, place of work, remuneration, working time, contract type, probation, and notice, prepared bilingually so both your team and the employee work from the same terms.

Digital onboarding and registrations

We collect PESEL and tax identification details, complete the pre-employment medical examination and health and safety training requirements, register the employee with ZUS within seven days of the start date, and open the personnel file the law requires you to keep.

Payroll processing and salary disbursement

Komp PayOps calculates gross-to-net pay in PLN, applies deductible costs and the tax-free allowance where a PIT-2 declaration is filed, pays employees by the contractual monthly date, and issues compliant payslips through our owned payment infrastructure.

Personal income tax and reliefs

We withhold PIT advances at 12% up to the annual threshold and 32% above it, apply reliefs such as the exemption for employees under 26, and handle year-end reporting, including the PIT-11 statement each employee needs.

ZUS contributions and health insurance

We calculate and remit employee contributions of 13.71%, employer contributions of roughly 20.5% of gross pay depending on your accident rate, and the 9% health insurance contribution, filing the monthly ZUS declarations and settling by the statutory deadline.

PPK and benefits administration

We auto-enroll eligible employees into Employee Capital Plans, process the 1.5% employer and 2% employee contributions, manage opt-outs and re-enrolment, and can administer private medical cover, Multisport-style benefits, and life insurance.

Time, leave, and HR support

Komp TimeOps tracks annual leave of 20 or 26 days depending on service, public holidays, sick leave, remote work arrangements, and working time records. Employees get support in Polish and English, with data held in line with GDPR.

Offboarding and final settlement

We manage resignations and terminations with the correct notice and justification where required, respect protected groups such as pregnant employees and those close to retirement, pay out unused leave, deregister the employee from ZUS, and issue the employment certificate.

Startups going international

Place your first Central European hires without tying up capital in a subsidiary and validate the market before you commit.

Technology and SaaS companies

Tap Poland’s software engineering, data, cloud, and QA talent for EU-facing product teams at competitive cost and with strong English proficiency.

Shared services and GBS operators

Build multilingual finance, HR, IT, and customer support teams in Kraków, Wrocław, and Warsaw, three of Europe’s largest business services hubs.

Engineering, manufacturing, and logistics

Hire design, quality, supply chain, and plant support roles across Poland’s industrial regions without setting up a legal entity first.

Companies converting B2B contractors

Move long-standing contractors onto compliant employment where the working relationship warrants it, with documentation that stands up to review.

HR and Finance leaders

Get a consistent employee experience, predictable costs, consolidated invoicing, owned payment rails with zero FX markup, and audit-ready records for every Polish hire.

AI Agent Swarms with human control

Autonomous agents continuously check payroll, classification, contracts, and regulatory change. Recommendations are surfaced for review before anything is executed: autonomous intelligence, human control.

Worker classification intelligence

Our jurisdiction-based rules engine analyzes 50+ risk factors to help you decide whether a Polish worker should be on an employment contract, a civil-law contract, or a B2B arrangement, with audit-ready documentation behind every decision.

Owned payroll infrastructure

Komp PayOps runs on owned infrastructure with 135+ currencies, transparent flat fees, and no FX markups, so paying PLN salaries from a EUR, USD, or GBP budget costs exactly what you expect.

One platform, four modules

Komp Activate, Komp Workforce, Komp TimeOps, and Komp PayOps connect hiring, workforce records, time, and pay across Poland and 150+ countries.

Enterprise-grade security

AES-256 encryption, SOC 2 Type II, ISO 27001, GDPR compliance, role-based access control, and AWS hosting with multi-region redundancy protect your Polish employee data.

Real-time visibility and reporting

Live dashboards for payroll status, fully loaded employment costs, leave balances, and compliance alerts, with exportable reports for Finance, HR, and audit.

Hire without setup delays

Setting up a Polish company means notarized documents, court registration, banking, and registrations with ZUS and the tax office before anyone can be paid. With KOMP, you can make offers and onboard without waiting for any of it.

Stay compliant from day one

The Labor Code is prescriptive on contracts, working time records, and personnel files, ZUS and tax filings are monthly, and the minimum wage resets each January. KOMP keeps contracts, calculations, and filings current.

Reduce cost and overhead

Turn entity, accounting, and local HR costs into a predictable operating expense, and avoid the cost of liquidating an entity if plans change.

Deliver a better employee experience

Accurate PLN pay, correctly applied tax reliefs, proper PPK enrolment, clear payslips, and local-language support help you attract and keep strong Polish talent in a competitive market.

Manage Poland like every other market

See Polish headcount, costs, and compliance in the same platform as the rest of your global workforce. No separate vendor, no data silos.

Employment contracts and documentation

Contracts must be in writing and delivered before work begins, and employers must keep personnel files and working time records in the prescribed form. Standard working time is 8 hours a day and an average of 40 hours a week, with overtime limits and premiums set by the Labor Code. Probation can run up to three months.

Minimum wage and pay rules

From 1 January 2026 the national minimum wage is PLN 4,806 gross per month, with a minimum hourly rate of PLN 31.40 for specified civil-law contracts. Salaries must be paid at least monthly, by the tenth day of the following month at the latest.

Personal income tax

PIT advances are withheld at 12% up to the annual threshold and 32% above it, with a tax-free amount applied through payroll only when the employee files a PIT-2 declaration. Employees under 26 benefit from an exemption up to an annual cap. Employers issue PIT-11 statements after year end.

ZUS social insurance and health contributions

Employees contribute 13.71% of gross pay and employers add roughly 20.5%, made up of pension, disability, accident, Labor Fund, and guaranteed benefits fund contributions, with the accident rate varying by sector. A separate 9% health insurance contribution is deducted from the employee. Employees must be registered with ZUS within seven days of starting.

Employee Capital Plans (PPK)

Employers must operate a PPK scheme and auto-enroll eligible employees, contributing at least 1.5% of gross pay against the employee’s 2%. Employees may opt out in writing, and those who do must be re-enrolled on the statutory cycle.

Leave and public holidays

Employees receive 20 days of paid annual leave, rising to 26 days once total service, including qualifying education, reaches ten years. Poland has 14 public holidays following the addition of Christmas Eve, and on-demand leave and care leave apply on top.

Sick pay and parental leave

Employers fund the first 33 days of sickness absence each year, or 14 days for employees aged 50 and over, generally at 80% of pay, after which ZUS pays the sickness benefit. Maternity leave is 20 weeks for a single birth, followed by parental leave with weeks reserved for each parent, plus two weeks of paternity leave.

Termination and protected groups

Notice for indefinite contracts is two weeks under six months of service, one month from six months to three years, and three months thereafter. Termination of an indefinite contract must state a genuine reason, and protected groups include pregnant employees, those on parental leave, and employees within four years of retirement age.

Employing foreign nationals

EU and EEA citizens can work freely. Third-country nationals need the appropriate work and residence permission before starting, with employers required to verify documents, keep copies, and meet reporting duties under the current rules on employing foreigners.

Data protection and whistleblowing

Employee data is processed under the GDPR and Polish implementing law, with limits on what can be collected and on monitoring. Employers above the statutory headcount threshold must also maintain internal whistleblowing procedures.

Employer of Record in Warsaw

The capital and Poland’s financial and corporate center, with the deepest pool of senior technology, finance, legal, and commercial talent, and the country’s highest salary levels. The natural base for leadership and client-facing hires.

Employer of Record in Kraków

One of Europe’s largest business services hubs, with a heavy concentration of global capability centers, strong software engineering talent, and multilingual finance, HR, and IT support professionals.

Employer of Record in Wrocław

A technology and R&D hub in the south-west with a large student population, strong in software development, embedded systems, and engineering, and well connected to German and Czech markets.

Employer of Record in the Tricity area (Gdańsk, Gdynia, Sopot)

A growing center for software, fintech, maritime and logistics technology, and shared services on the Baltic coast, with a strong quality of life draw for senior talent.

Employer of Record in Poznań and Katowice

Established hubs for manufacturing, logistics, automotive, and business services, with engineering and operations talent at costs below Warsaw and Kraków.