The Polish Social Insurance Institution (ZUS) has halted automatic payments of the flagship 800-plus child benefit to some 150,000 Ukrainian beneficiaries and will resume them only after parents submit new applications proving they work in Poland and that their children attend Polish schools. The stricter regime, in force since 1 February 2026, was highlighted on 22 February by regional news portal Info Wieluń. (wojna.co.pl)
Under the revised rules, applicants must demonstrate so-called “economic activity” in the month preceding the claim. Acceptable evidence includes an employment contract, a civil-law commission contract, self-employment subject to social-security contributions or registered unemployment status. For most, the contribution base must equal at least 50 % of the minimum wage (30 % for start-ups on reduced ZUS rates).
Families navigating these new bureaucratic and immigration-related requirements may find external support helpful. VisaHQ’s Poland portal (https://www.visahq.com/poland/) offers step-by-step guidance on residency permits, work authorizations and other official documents that often accompany benefit applications, streamlining the process for both Ukrainian workers and their employers.
![Poland tightens eligibility rules for 800-plus child benefit paid to Ukrainian families]()
Parents must also certify that each child fulfils compulsory education or preschool obligations in a Polish institution. ZUS will run monthly database cross-checks; non-compliance will trigger suspension and potential claw-back of benefits. Families who left Poland for more than 30 days or whose children study remotely outside the country are no longer eligible.
The government argues that the move closes loopholes exploited by “benefit tourists” and encourages labour-market participation, but NGO Fundacja Ocalenie says it risks pushing vulnerable single mothers into the grey economy. According to the Ministry of Family and Social Policy, Ukrainians received PLN 4.1 billion (€950 million) in child-benefit payments in 2025. Employers with Ukrainian staff should inform workers of the new paperwork and, where possible, assist them in obtaining employment certificates and school attendance confirmations to avoid income interruptions that could affect employee morale and retention.
The tightening foreshadows broader benefit reforms scheduled for June 2026, when analogous activity requirements will be extended to other third-country nationals. Global mobility managers should monitor developments, as family-based allowances often factor into cost-of-living and assignment packages for expatriates.
Under the revised rules, applicants must demonstrate so-called “economic activity” in the month preceding the claim. Acceptable evidence includes an employment contract, a civil-law commission contract, self-employment subject to social-security contributions or registered unemployment status. For most, the contribution base must equal at least 50 % of the minimum wage (30 % for start-ups on reduced ZUS rates).
Families navigating these new bureaucratic and immigration-related requirements may find external support helpful. VisaHQ’s Poland portal (https://www.visahq.com/poland/) offers step-by-step guidance on residency permits, work authorizations and other official documents that often accompany benefit applications, streamlining the process for both Ukrainian workers and their employers.
Parents must also certify that each child fulfils compulsory education or preschool obligations in a Polish institution. ZUS will run monthly database cross-checks; non-compliance will trigger suspension and potential claw-back of benefits. Families who left Poland for more than 30 days or whose children study remotely outside the country are no longer eligible.
The government argues that the move closes loopholes exploited by “benefit tourists” and encourages labour-market participation, but NGO Fundacja Ocalenie says it risks pushing vulnerable single mothers into the grey economy. According to the Ministry of Family and Social Policy, Ukrainians received PLN 4.1 billion (€950 million) in child-benefit payments in 2025. Employers with Ukrainian staff should inform workers of the new paperwork and, where possible, assist them in obtaining employment certificates and school attendance confirmations to avoid income interruptions that could affect employee morale and retention.
The tightening foreshadows broader benefit reforms scheduled for June 2026, when analogous activity requirements will be extended to other third-country nationals. Global mobility managers should monitor developments, as family-based allowances often factor into cost-of-living and assignment packages for expatriates.
