The Association of Business Service Leaders (ABSL), in collaboration with EY Poland, informs about significant changes to the regulations governing the legalization of work and residence for foreign nationals in Poland. The amendment, effective from June 1, 2025, introduces a range of new obligations for employers and modifies the rules for employing foreigners.

Key changes:

• Full digitalization of procedures
  Applications for work permits and declarations of employment will now be submitted exclusively online—using a qualified electronic signature, trusted profile, or e-ID.
• Mandatory submission of employment contracts before work commences
  Employers must submit a copy of the employment contract with the foreign national to the relevant authorities via the praca.gov.pl system before the individual begins work.
• Certified translation requirement
  If the contract is drafted solely in a foreign language, a certified Polish translation must be obtained and retained for the entire duration of employment and for two years thereafter.
• Stricter penalties
  Fines for non-compliance range from PLN 3,000 to PLN 50,000 per violation. Inspections may be conducted without prior notice.
• New grounds for permit denial
  Work or temporary residence permits may be denied due to outstanding social security contributions, illegal employment practices, or lack of actual business activity.
• Restrictions on certain visa types
  Foreign nationals residing in Poland on tourist, educational, or humanitarian visas will not be permitted to work, even if they hold a valid work permit.
• New reporting obligations
  Employers will be required to notify the voivode (provincial governor) within 15 days of terminating a foreign national’s employment.
• Facilitations for graduates
  Work permits will no longer be required for graduates of Polish universities, including those who studied in part-time programs.
• Changes to the Blue Bard scheme
  A Blue Card can now be obtained with a minimum six-month employment contract. Mobility within the EU and the ability to run a business will also be simplified.
  
  

What does this mean for companies?

The new regulations aim to enhance transparency and oversight of the labor market, while simultaneously imposing a number of new administrative responsibilities on employers. Companies should:

• Review and update their recruitment and HR procedures.
• Ensure access to digital systems and qualified electronic signatures.
• Train HR teams on the new legal requirements.
• Prepare for more frequent inspections and the need to document foreign employment thoroughly.

ABSL encourages its members to closely monitor legal developments and consult with experts to ensure full compliance with the new regulations