Poland’s Ministry of Family, Labour and Social Policy confirmed on 28 April 2026 that the number of type-A work permits issued in the first quarter dropped by 12 percent year-on-year.
![Work-permit issuance falls after Poland raises fees and tightens employer checks]()
Companies navigating these sudden rule changes don’t have to start from scratch: VisaHQ’s dedicated Poland page (https://www.visahq.com/poland/) offers step-by-step guidance on both work-permit and residence-permit processes, automatic fee calculators and live application tracking, making it easier for HR teams and individual applicants to stay compliant as the regulations evolve.
Officials attribute the slide to a migration-policy overhaul that came into force on 1 January, which doubled government fees for large employers, introduced random workplace audits and linked quotas to verified labour-shortage lists. Under the new rules, companies seeking more than 50 permits in a calendar year must pre-pay fees electronically and submit proof of efforts to recruit Polish or EU nationals. Failure rates have jumped, especially in construction and hospitality, sectors that previously relied on low-wage hires from Ukraine and Georgia. Business federations warn that the added costs—PLN 440 per permit plus a PLN 2,000 “compliance bond”—could push smaller subcontractors to the informal market. Government spokespeople counter that many foreigners are now legalising their stay via residence permits rather than work permits, a trend likely to accelerate with this week’s launch of the MOS online portal. They also point to newly created fast-track channels for strategically important industries such as IT, renewable energy and advanced manufacturing. For global mobility teams the message is clear: traditional work-permit pathways are becoming costlier and more document-heavy, but alternative residence-based routes may offer quicker access if applicants meet salary thresholds. Employers should review workforce-planning models and budget for higher upfront fees while the labour market adjusts. Immigration advisers anticipate further tweaks before the peak hiring season in autumn. In the meantime, companies that can demonstrate genuine shortages and robust compliance histories stand the best chance of securing permits without delays.
Companies navigating these sudden rule changes don’t have to start from scratch: VisaHQ’s dedicated Poland page (https://www.visahq.com/poland/) offers step-by-step guidance on both work-permit and residence-permit processes, automatic fee calculators and live application tracking, making it easier for HR teams and individual applicants to stay compliant as the regulations evolve.
Officials attribute the slide to a migration-policy overhaul that came into force on 1 January, which doubled government fees for large employers, introduced random workplace audits and linked quotas to verified labour-shortage lists. Under the new rules, companies seeking more than 50 permits in a calendar year must pre-pay fees electronically and submit proof of efforts to recruit Polish or EU nationals. Failure rates have jumped, especially in construction and hospitality, sectors that previously relied on low-wage hires from Ukraine and Georgia. Business federations warn that the added costs—PLN 440 per permit plus a PLN 2,000 “compliance bond”—could push smaller subcontractors to the informal market. Government spokespeople counter that many foreigners are now legalising their stay via residence permits rather than work permits, a trend likely to accelerate with this week’s launch of the MOS online portal. They also point to newly created fast-track channels for strategically important industries such as IT, renewable energy and advanced manufacturing. For global mobility teams the message is clear: traditional work-permit pathways are becoming costlier and more document-heavy, but alternative residence-based routes may offer quicker access if applicants meet salary thresholds. Employers should review workforce-planning models and budget for higher upfront fees while the labour market adjusts. Immigration advisers anticipate further tweaks before the peak hiring season in autumn. In the meantime, companies that can demonstrate genuine shortages and robust compliance histories stand the best chance of securing permits without delays.
