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Certa Poland

Have a candidate in Poland? Employ them directly — without opening a Polish company.

For employers based in the EU, EEA or Switzerland — US and other non-EU companies handled case-by-case. We check whether your case fits, set up a real Polish employment contract, and run the monthly ZUS and PIT compliance — while you stay the employer.

Check if this route fitsCompare with EOR and subsidiary

Based in the US or elsewhere outside the EU/EEA? We handle those case-by-case — start with the free assessment.

Assessment is free to start.

Experience behind the assessment

International employers supported by our team with Polish employment and payroll work

Before you commit, you receive a written, case-specific route and cost assessment.

Is this route for you?

Two quick columns. If most of the left side sounds like you, the route usually fits. Anything on the right just means we look closer first — it's not a "no".

This route usually fits when…

  • You want to employ one person — or a growing team — in Poland
  • The role is remote and not sales-facing
  • You want to employ them directly, as their real employer
  • Your company is based in the EU, EEA or Switzerland
  • It's ongoing employment, not a short posting

Needs a closer look when…

  • The person has sales authority or signs deals in Poland
  • Management or board-level decisions would be made from Poland
  • Your company is based outside the EU / EEA (e.g. US — we handle those case-by-case)
  • It's a temporary posting and A1 / posting status is unclear
  • You're not sure yet — that's exactly what the assessment is for

Not sure which column you're in? That's what the free assessment answers. Scaling very fast to a large local team? A subsidiary usually wins — the assessment tells you honestly which fits.

How the setup works, in one line

  1. You remain the employer

  2. Polish employment contract + payer arrangement

  3. Certa prepares HR, ZUS, PIT and payroll

  4. You fund the salary and contributions directly

  5. Monthly compliance runs

The employee signs a real Polish employment contract directly with you and is registered as the technical payer of social contributions. You pay salary and contributions directly — Certa calculates and files, but never holds your funds.

What will it actually cost?

The number CFOs ask first. A real example at 15 000 zł gross — both sides of the money, nothing hidden:

Monthly Polish payroll summary

Gross salary
15 000 zł (≈ €3 490)
Employee contributions (ZUS)
2 057 zł
PIT advance
1 223 zł
Net salary — what lands in the employee's account
10 555 zł
Employer contributions (ZUS + funds)
3 072 zł
Total employer cost (gross-to-gross) — what leaves the employer's account
18 072 zł
Amounts to fund by
statutory deadline

Example: 15 000 zł gross, 2026 rates (as of 4 July 2026) — illustrative. Standard assumptions (PIT-2, standard costs, no PPK); our service fee is not included; contract amounts are agreed in gross. Not legal or tax advice.The real pack is prepared each month for your case. Try the interactive calculator →

Calculate your case — interactive calculator →

Three steps, one point of contact

1 — Check the route

We review your situation and screen for permanent-establishment risk with a licensed tax adviser, then send a written recommendation before you commit.

2 — Set up employment

We prepare the bilingual employment contract under Polish law, the payer arrangement, HR documentation and ZUS registration.

3 — Run monthly compliance

Each month we calculate contributions and the income-tax advance and prepare the filings. You fund directly. One invoice, one contact, in English.

Simple pricing

See full pricing →

What are you trying to do?

I have a candidate in Poland →Employ them directly, without a Polish company.I already have someone working there →Move them onto a compliant Polish setup.I'm posting someone temporarily →Check posting and A1 status first.I'm comparing EOR vs. subsidiary →See how this route differs from both.I'm the employee →What this means for your contract and contributions.

Not an EOR. Not a workaround.

EOR platform

  1. Your company
  2. EOR platform
  3. Employee

The provider becomes the legal employer and your money flows through them.

This route

  1. Your company
  2. Employee

A genuine Polish employment contract under the Polish Labour Code. Certa sets it up and keeps the monthly ZUS and PIT compliance running — we calculate and file, but we never hold your funds.

With an EOR platform, the provider becomes the legal employer and your money flows through them. Here, you stay the legal employer and the money never runs through us.

The employee signs a genuine Polish employment contract under the Polish Labour Code — this is real employment, not a way around it. Certa's role is to set it up and keep the monthly ZUS and PIT compliance running; we calculate and file, but we never hold your funds.

For your CFO or legal team

  • Social contributions. The employee signs a real Polish employment contract directly with the foreign employer and is registered as the technical (formal) payer of social contributions, under Article 21(2) of Regulation (EC) 987/2009 — available to employers based in the EU, EEA or Switzerland.
  • The layers are separate. Article 21(2) covers social contributions only. Income tax (PIT) is handled separately, based on residence and the applicable treaty — a foreign employer without a permanent establishment is not the PIT payer. Employment law is a third, separate layer.
  • The employee as payer. The employee is the formal payer with real responsibility, not a formality on paper. The employer funds the full cost; if the employer fails to pay, the employee has a claim against the employer.
  • Permanent establishment. We do not promise immunity from permanent-establishment risk. Risk is assessed on the facts and screened with a licensed tax adviser; a PE can also arise through a leased office, management decisions, or a dependent agent.
  • Employers outside the EU/EEA. Bilateral agreements exist for some countries (e.g. the US) — we handle those case-by-case, on a different legal footing from the EU route.

Who's behind this

Backed by Biuro Rachunkowe Precyzja

Polish tax and accounting professionals handling cross-border cases since 2017.

We discuss risk openly

Permanent establishment, ATAD, contractor reclassification. No false promises.

One point of contact, in English

One invoice, one person, clear next steps.

Each assessment is reviewed by Olga Bielecka, Chief Accountant, who leads the payroll and cross-border accounting work behind the recommendation.

This is not legal or tax advice. Whether this route fits depends on your specific situation — we confirm that in a written assessment before you commit.