Employment Agency in Poland in 2026: How to Choose?

Employment agencies in Poland play a key role for foreigners seeking work in the country. According to the Central Statistical Office, the current unemployment rate in Poland is around 5.5%, making it an attractive destination for labor migrants. However, choosing a reliable intermediary becomes a decisive factor for successful employment, especially considering that the average salary offered by temporary employment agencies is approximately 4290 PLN gross.

Poland is increasingly popular among foreigners looking for jobs and better living conditions. Indeed, most foreign workers find employment through agencies in Poland. Verified employment agencies not only provide legal work but also assist with all necessary documentation. Specialists in these companies know all the rules and laws regarding foreign employment, significantly simplifying the process of obtaining official work.

Moreover, temporary employment agencies are firms that provide other organizations with temporary workers. Choosing the best agency requires attention to several criteria, including experience in the employment market and the speed of order fulfillment. This detailed guide will cover all aspects to help you make the right choice in 2026.

What Distinguishes Employment Agencies in 2026?

The Polish labor market is undergoing significant changes in 2026, especially in the regulation of employment agencies. The reforms aim to improve service quality and protect the rights of both employers and foreign workers.

New Licensing Requirements

The staffing agency market has undergone a fundamental reform. For years, it operated under the Employment Promotion and Labor Market Institutions Act of 2004, which contained many gaps.

One key change concerns agency experience. Now, companies wishing to mediate in foreign employment can only start providing such services two years after being registered in the KRAZ (National Employment Agencies Register). During these two years, the agency must confirm active employment of Polish citizens before gaining the right to work with foreigners.

The new legislation has ended the so-called “virtual offices.” Employment agencies in Poland are now required to have a physical office for receiving visitors. The premises must meet strict requirements, ensuring conditions for direct client contact and secure document storage.

Penalties for violations have been tightened. Fines for operating without proper registration can reach up to 100,000 PLN, ten times higher than before. Violations of foreign employment rules are punishable by fines ranging from 3,000 to 50,000 PLN. Detailed checks are now conducted not only on companies but also on their managers to prevent cases where the same individuals reopen agencies under different names after closures due to violations.

Changes in Foreign Employment Legislation

Control over compliance between promised and actual working conditions has been significantly tightened. Employers must provide the Labor Office with a scan of the signed employment contract with the foreigner before work begins. The contract must detail all conditions: hours, pay, and position.

Mandatory reporting via the Praca.gov.pl portal has been introduced. Employers must inform the Labor Office within 7 days of a foreigner starting work, within 14 days of absence, and about early termination of employment.

Special changes concern Ukrainian citizens. On March 4, 2026, the Special Law on Assistance to Ukrainian Citizens, which granted temporary protection status (UKR) and the right to free work, expires. However, those with active PESEL UKR status will be able to apply for a special Temporary Residence Card (Karta CUKR), issued in a simplified procedure for 3 years.

How Employment Agencies Work in Poland

Employment through an intermediary in Poland has its specifics, requiring understanding of agency operations. These organizations act as a link between companies needing employees and people seeking work.

The Role of the Intermediary Between Employer and Worker

Employment agencies in Poland serve as official intermediaries in the labor market, connecting employers and potential employees. A key feature is the tripartite relationship between the agency, the worker, and the company using the agency’s services. The formal employer remains the agency, although actual work is performed at the client company.

In this system, the agency assumes the following functions:

• Providing information about available vacancies
• Concluding employment contracts
• Paying wages to employees
• Monitoring working conditions
• Offering HR consultations

It is important to understand that the agency remains your employer, responsible for employment documentation, contract conclusion, wage payments, and issuing necessary certificates. However, the actual work is performed at the “user employer” company, which organizes the work process, controls results, and ensures safe working conditions.

This mechanism establishes a clear responsibility system: all employment, payment, and documentation issues should be addressed to your formal employer – the employment agency.

Vacancy Selection and Interview Process

Interaction with the agency begins with initial contact. You can reach out by sending a resume, filling out a form, or calling. At this stage, a consultant will discuss your experience, skills, and job preferences and provide information about available vacancies.

Companies across Poland notify agencies about their staffing needs. After collecting vacancy information, the agency matches employer requirements with candidate profiles. The main task is to find the best fit between company demands and applicant qualifications.

The interview process depends on the job type:

• For low-skilled jobs, interviews usually take place at the agency or online.
• For specialized positions, candidate data is forwarded directly to the employer, who conducts the final selection.

Types of Contracts: Umowa o pracę, Umowa zlecenie, Umowa o dzieło

In Poland, there are three main types of employment contracts, differing significantly in worker protection:

• Umowa o pracę (Employment contract) – the most protected form, regulated by the Polish Labor Code. It guarantees a full social package, including paid leave (20-26 days), sick pay, health insurance, maternity leave, and pension benefits.
• Umowa zlecenie (Contract of mandate) – a civil law contract with less protection. Since 2025, all social contributions to ZUS (pension and health insurance) are mandatory. However, it lacks paid leave and dismissal protection. The minimum hourly rate is 30.50 PLN.
• Umowa o dzieło (Contract for specific work) – used for specific projects with a clear result. It does not include social contributions, so net income is higher, but there are no social guarantees, sick leave, or holidays.

Temporary Work Restrictions

Temporary work through employment agencies in Poland is subject to strict time limits set by law. These restrictions protect the labor market and prevent abuse of temporary work.

The 18/36 Month Rule

Polish law limits the duration of temporary work. The same temporary worker can perform work for one user employer for no more than 18 months within 36 consecutive months. This applies regardless of contract type – employment or civil law.

The limit applies to the “worker-employer” combination, not the agency. Even if the worker is sent to the same employer by different agencies, the 18-month limit remains. This rule prevents the creation of multiple agencies solely to repeatedly assign the same worker to one employer.

In some cases, the period can be extended to 36 months if the temporary worker replaces an absent employee. However, after this period, the same worker cannot be sent to the same employer again until 36 months have passed since the previous period ended.

How to Avoid Work Interruptions

When approaching the 18-month limit, workers have several options to avoid interruptions:

• The agency can assign you to a different user employer. The 18/36 rule does not apply here since it is a different “worker-employer” combination. Thus, the temporary worker can continue cooperation if assigned a new employer.
• Direct employment by the user employer is possible. After the temporary work limit or contract with the agency ends, the employer can sign a direct employment or civil law contract with the worker, preserving the job without interruption.

What to Do After the Temporary Work Period Ends

After the maximum allowed temporary work period with one employer, you have the following options:

• Move to another user employer through the same agency, which is the simplest way to continue working without a break since your documents are already processed.
• Sign a direct contract with the user employer. After the temporary work limit is exhausted, the law allows the employer to conclude a direct employment or civil law contract with you, provided formal termination of the agency contract is observed.
• Wait for 36 months after the temporary work ends before being assigned again by the same agency to the same employer.

Agencies are obliged to monitor the total work period to prevent exceeding the allowed temporary work duration. They may request documents from the worker about the user employer for the 36 months preceding the planned temporary work start date.

Conclusion

Choosing a reliable employment agency in Poland is a decisive factor for your success in the Polish labor market. The 2026 legislative changes have significantly tightened agency requirements, ultimately protecting the rights of labor migrants.

New licensing rules, the ban on virtual offices, and increased penalties have created a more transparent environment for job seekers. A properly selected agency handles all formalities related to necessary documents – oświadczenie, zezwolenie, visas, or residence cards – simplifying legalization for foreign workers.

Agencies also guarantee respect for your labor rights, including timely salary payments, social guarantees, and safe working conditions.

Keep in mind the temporary work restrictions – the 18/36 month rule with one user employer. Plan your career ahead to avoid unexpected breaks.

Despite stricter rules, the Polish labor market continues to offer good opportunities for foreign workers. Your safety and comfort depend directly on choosing a verified intermediary who will help overcome bureaucratic barriers and ensure legal employment with full rights protection.

Documents Needed for Work Through an Agency

Legal employment through an agency in Poland is impossible without properly prepared documents. It is essential to understand which papers a foreigner will need for official work in 2026.

Oświadczenie and Zezwolenie

The basis of legal employment is permit documents. The Oświadczenie o powierzeniu wykonywania pracy cudzoziemcowi (Declaration of entrusting work to a foreigner) is a simplified permit allowing work for up to 24 consecutive months with a specified employer. This procedure does not require an administrative decision, significantly reducing processing time.

Note that the oświadczenie is available only to citizens of certain countries: Armenia, Belarus, Moldova, and Ukraine. Since December 1, 2025, Georgia was excluded from this list. The cost of this document is 400 PLN.

The Zezwolenie na pracę (work permit) is a full work permit issued by the voivode at the employer’s location. The process takes 30 to 45 days and includes a labor market test by the starosta. The permit is valid up to 3 years with the possibility of extension. The cost is 50 PLN (for work up to 3 months) or 100 PLN (for work over 3 months).

There are several types of work permits:

• Type A – work for a Polish employer (most common)
• Type B – for company board members
• Type C – for posted workers from foreign companies
• Type D – temporary export services
• Type E – other forms of work for foreign employers
• Type S – seasonal work in agriculture and tourism

Applications for permit extension must be submitted no earlier than 90 days and no later than 30 days before the current permit expires.

Visa and Residence Card

In addition to the work permit, a foreigner needs a document legalizing their stay in Poland. The main options are a visa or a residence card.

A national visa Type D (wiza krajowa) allows staying in Poland for more than 90 days. Usually, a Type D05a visa is issued based on the oświadczenie, allowing stay for the document’s validity but no longer than 365 days.

The Karta pobytu (residence card) is an alternative document issued for 3 months to 3 years. It grants the right to legally stay and work in Poland without needing a visa.

To obtain a residence card based on employment, the following are required:

• Application form (Wniosek)
• Four recent passport-sized photos
• Copies of all passport pages with stamps
• Appendix No. 1 (Załącznik nr 1) completed by the employer
• Employment contract
• Proof of insurance
• Payment receipt (440 PLN + 100 PLN for the plastic card)

Note that not all visa types allow applying for a residence card based on work; tourist, guest, sports, or study visas do not permit this.

Additional Documents

Besides the main documents, the following are required for legal employment:

• Valid foreign passport covering the entire planned work period
• Legal stay document: national or Schengen visa with work authorization, residence card, passport stamp confirming residence card application, or visa-free regime (for countries with such agreements)

Special conditions apply to Ukrainian citizens: those arriving after February 24, 2022, can work without additional permits if legally staying. A document called Powiadomienie o powierzeniu wykonywania pracy obywatelowi Ukrainy was introduced, which is free, and the Labor Office must be notified within 14 days of contract start.

It is important to remember that all employment and work permit costs are borne by the employer, not the foreigner. Polish law explicitly prohibits charging foreigners for employment services, with heavy fines for violators.

Step-by-Step Work Legalization Process Through an Agency

Legalizing work in Poland through an agency involves a clearly defined sequence of steps, ensuring fully legal employment for foreign workers. A properly organized procedure greatly simplifies adaptation to the Polish labor market and minimizes risks.

Typical steps include:

1. Initial interview and document collection. The agency interviews the candidate, assesses professional skills, and collects necessary documents, including passport and qualification certificates.

2. Preparation and submission of the application. The agency prepares and submits the work permit application to the voivode on behalf of the employer, assembling a complete document package according to Polish law.

3. Obtaining permit documents. After approval, the employer receives the permit and forwards it to the worker.

4. Visa issuance. The foreigner applies for a work visa at the Polish embassy with the permit.

5. Arrival in Poland and employment formalities. Upon arrival, the worker signs an employment contract with the agency and undergoes necessary procedures, including medical examination.

6. Registration with government authorities. The agency registers the worker in the social insurance system and notifies relevant authorities about the foreigner’s employment start.

Where to Find Reviews of Employment Agencies in Poland

Checking reviews of agencies is a valuable source of information when making a decision. Specialized platforms exist for verifying agency reputations:

• The Infoza platform offers agency ratings with real client comments. It gathers labor migrants sharing experiences, company facts, and tips for finding reliable employers.
• Social networks, especially Facebook, host numerous groups and communities where people discuss experiences with specific agencies. Pay attention to the number of people seeking work already in Poland; many have faced situations where working conditions were not as promised by the agency.

This comprehensive guide aims to equip you with the knowledge to choose the right employment agency in Poland in 2026 and navigate the legal and practical aspects of working through an agency.

We believe that a well-chosen agency not only simplifies your employment process but also safeguards your rights and ensures a smooth transition to working life in Poland.