In a parallel move to the planned phase-out of emergency benefits, the Polish Council of Ministers has issued a regulation—published on 23 January 2026—that keeps the EU-wide temporary-protection regime in place for another year, through 4 March 2025. The extension aligns Polish rules with the EU Council’s decision to prolong temporary protection for displaced Ukrainians but stops short of the March 2026 horizon that the Interior Ministry is now targeting for a complete transition to ordinary migration law.
Practically, the decree means that the PESEL-UKR numbers and residence documents already held by Ukrainians will remain valid without any additional paperwork until March 2025. Holders can continue to travel in and out of Poland and the wider Schengen Area, work without a permit, and access most public services (subject to the tightening announced by other ministries). Border guards and employers are being briefed to recognise the extended validity automatically when inspecting documents.
For employers and individuals seeking hands-on guidance with Polish immigration formalities, VisaHQ offers an online platform and live support that can simplify everything from Schengen visa applications to converting temporary protection into standard residence permits. Their Poland portal (https://www.visahq.com/poland/) consolidates up-to-date checklists, fees, and processing times, making it a useful one-stop resource as rules continue to evolve.
![Temporary Protection for Ukrainians Formally Prolonged Until March 2025]()
The one-year prolongation provides breathing space for both refugees and employers. HR departments do not yet need to launch mass conversion of PESEL-UKR status into standard residence permits, but they should use the additional time to identify which staff members intend to stay in Poland long-term and start gathering the documentation that ordinary permits require (proof of accommodation, labour contracts, health insurance, etc.).
Legal advisers note that the overlapping timelines—temporary protection to March 2025 and benefit reforms starting as early as April 2026—could create confusion. Companies are encouraged to communicate clearly with affected employees, emphasising that document validity and benefit entitlements are being handled under separate legal instruments.
Employers recruiting new Ukrainian talent must still file the simplified online notification with the labour office within seven days of the employee’s start date, as the notification-based work authorisation remains in force under the extension.
Practically, the decree means that the PESEL-UKR numbers and residence documents already held by Ukrainians will remain valid without any additional paperwork until March 2025. Holders can continue to travel in and out of Poland and the wider Schengen Area, work without a permit, and access most public services (subject to the tightening announced by other ministries). Border guards and employers are being briefed to recognise the extended validity automatically when inspecting documents.
For employers and individuals seeking hands-on guidance with Polish immigration formalities, VisaHQ offers an online platform and live support that can simplify everything from Schengen visa applications to converting temporary protection into standard residence permits. Their Poland portal (https://www.visahq.com/poland/) consolidates up-to-date checklists, fees, and processing times, making it a useful one-stop resource as rules continue to evolve.
The one-year prolongation provides breathing space for both refugees and employers. HR departments do not yet need to launch mass conversion of PESEL-UKR status into standard residence permits, but they should use the additional time to identify which staff members intend to stay in Poland long-term and start gathering the documentation that ordinary permits require (proof of accommodation, labour contracts, health insurance, etc.).
Legal advisers note that the overlapping timelines—temporary protection to March 2025 and benefit reforms starting as early as April 2026—could create confusion. Companies are encouraged to communicate clearly with affected employees, emphasising that document validity and benefit entitlements are being handled under separate legal instruments.
Employers recruiting new Ukrainian talent must still file the simplified online notification with the labour office within seven days of the employee’s start date, as the notification-based work authorisation remains in force under the extension.
