A detailed legal advisory published on 11 March by Polish law firm ATL Law summarises the sweeping changes that took effect at the turn of the year for companies posting workers to Poland. The analysis reminds employers that the Posting of Workers Act now links entitlements to the length of secondment: once a posting exceeds 12 months (extendable to 18 upon notification) employees become entitled to almost the full catalogue of Polish labour-law protections, not just minimum standards. The update also spotlights the higher national minimum wage—PLN 4,806 gross per month in 2026—and clarifies which pay components may count toward that threshold.
![Posting Workers to Poland: 2026 obligations raise compliance stakes for foreign employers]()
Meanwhile, for organisations that also need to navigate visa or work-permit formalities alongside these labour-law adjustments, VisaHQ’s Poland portal (https://www.visahq.com/poland/) offers a one-stop interface to prepare, submit and track applications. By outsourcing the immigration paperwork to VisaHQ, mobility teams can free up capacity to focus on wage benchmarking and compliance audits without worrying about missed deadlines or document gaps.
New record-keeping requirements entered into force on 24 December 2025 under the amended Labour Code. Posting employers must store working-time documentation in Poland and make it available electronically on request within 24 hours. Failure to comply can trigger fines of up to PLN 45,000 and—in cases of repeat non-compliance—temporary suspension of the service contract. The National Labour Inspectorate (PIP) has signalled that it will prioritise inspections of construction, IT outsourcing and logistics projects involving non-EU personnel. Foreign companies must also designate a liaison person resident in Poland and translate key employment documents into Polish. ATL Law warns that service providers relying on intra-company transfers should check that their corporate structures qualify, as inspectors now scrutinise ‘letterbox’ subsidiaries more aggressively. Where postings exceed 90 days in any 180-day period, the host entity must notify the local labour office and provide proof of adequate accommodation standards. From a global-mobility standpoint the changes increase administrative friction but also bring greater legal certainty. Clearer rules on pay transparency and anti-discrimination align Polish practice with Directive 2018/957/EU, reducing the risk of unequal treatment claims. Companies that already use centralised HRIS platforms can meet most obligations by linking Polish payroll data to local filing portals; SMEs without such systems may need external support. Practical tips for mobility managers include budgeting an additional 8-10 % for wage adjustments, setting up electronic document vaults in Poland, and scheduling compliance audits before project kick-off. Given heightened enforcement, relying on informal ‘business-visitor’ classifications for project-based work is now riskier than ever.
Meanwhile, for organisations that also need to navigate visa or work-permit formalities alongside these labour-law adjustments, VisaHQ’s Poland portal (https://www.visahq.com/poland/) offers a one-stop interface to prepare, submit and track applications. By outsourcing the immigration paperwork to VisaHQ, mobility teams can free up capacity to focus on wage benchmarking and compliance audits without worrying about missed deadlines or document gaps.
New record-keeping requirements entered into force on 24 December 2025 under the amended Labour Code. Posting employers must store working-time documentation in Poland and make it available electronically on request within 24 hours. Failure to comply can trigger fines of up to PLN 45,000 and—in cases of repeat non-compliance—temporary suspension of the service contract. The National Labour Inspectorate (PIP) has signalled that it will prioritise inspections of construction, IT outsourcing and logistics projects involving non-EU personnel. Foreign companies must also designate a liaison person resident in Poland and translate key employment documents into Polish. ATL Law warns that service providers relying on intra-company transfers should check that their corporate structures qualify, as inspectors now scrutinise ‘letterbox’ subsidiaries more aggressively. Where postings exceed 90 days in any 180-day period, the host entity must notify the local labour office and provide proof of adequate accommodation standards. From a global-mobility standpoint the changes increase administrative friction but also bring greater legal certainty. Clearer rules on pay transparency and anti-discrimination align Polish practice with Directive 2018/957/EU, reducing the risk of unequal treatment claims. Companies that already use centralised HRIS platforms can meet most obligations by linking Polish payroll data to local filing portals; SMEs without such systems may need external support. Practical tips for mobility managers include budgeting an additional 8-10 % for wage adjustments, setting up electronic document vaults in Poland, and scheduling compliance audits before project kick-off. Given heightened enforcement, relying on informal ‘business-visitor’ classifications for project-based work is now riskier than ever.
