Lundi's largest operational market — we've hired more than 12,000 people in Poland and have run operations of 1,000+ employees on the ground. Kraków for finance and SSC, Warsaw for product and fintech, Wrocław and Gdańsk for engineering. For US, UK, and European mid-market companies needing scale, English fluency, and EU compliance at meaningfully lower cost than Western Europe.
Poland is Lundi's largest operational market. We've hired more than 12,000 people in Poland and have run operations of over 1,000 employees on the ground. Kraków alone employs over 400,000 in business services for international companies — the largest concentration of SSC talent in continental Europe. Strong fit for US, UK, and Western European companies needing scale, fluent English, EU compliance, and CET time-zone overlap. Employer contributions run roughly 20–22% above gross — roughly half the Spanish premium, comparable to UK NIC. For companies building teams of 10+, not individual hires.
Lundi's history in Poland. Poland is Lundi's largest operational market. We've hired more than 12,000 people in Poland over the years, primarily across SSC, IT, finance, customer success, and engineering operations for international clients. We've run operations of over 1,000 employees on the ground at peak. The recruiter network across Kraków, Warsaw, Wrocław, and Gdańsk has been built through actually running teams here — not deployed remotely from elsewhere.
The market. Poland is the default European answer for SSC, IT, and finance teams at scale. The country has built deep institutional infrastructure for international business services over 20+ years — what you'd build in 10 years in a newer market exists today.
Multiple hubs, different specializations.
Kraków is Poland's SSC capital. ABB, Capgemini, IBM, HSBC, Cisco, State Street, Shell, and Heineken run major operations here. The labour pool runs deep on finance, accounting, controllership, multi-currency F&A, and IT support. English fluency is near-universal in white-collar roles. Strong fit for finance operations, IT shared services, and back-office at scale.
Warsaw is Poland's product, fintech, and enterprise hub. Banking (Santander, ING, mBank), fintech, and product technology concentrate here. Senior engineering and product talent depth is strongest in Warsaw, plus enterprise sales capability for the broader CEE region.
Wrocław and Gdańsk are deep technical hubs — Wrocław's gaming and embedded systems scene (CD Projekt Red, Techland alumni), Gdańsk's logistics-tech specialization, and broader engineering depth at both. Tri-City (Gdańsk-Gdynia-Sopot) also serves as a Baltic-facing operations base.
Operating context. Poland is on CET — full overlap with Western Europe, morning overlap with US East Coast (8am ET = 2pm Warsaw). English proficiency among Polish white-collar professionals is excellent, particularly in tech, SSC, and finance roles — Poland ranks consistently in the global top tier for non-native English on EF EPI indices. Polish currency (PLN) is freely convertible and stable within EU mechanisms. Poland vs Romania: Romania offers similar quality at ~10–15% lower cost; Poland wins on depth of senior talent, ecosystem maturity, and breadth of supporting services. Poland vs Ukraine: Ukraine offered exceptional engineering pre-2022, but ongoing war risk has pushed many companies' operations to Poland — often the same engineers, now in Warsaw or Kraków.
Employer cost reality. Total employer social security contributions run ~20–22% on gross (ZUS pension, disability, accident, labour fund, FGSP). No mandatory 13th month. PIT progressive 12–32%. All-in employer cost typically lands ~25% above gross — significantly lower than Spain, Germany, or France. Mid-level engineers run PLN 18,000–30,000/month gross; senior engineering leads run PLN 30,000–50,000/month gross.
Polish employment is one of the more flexible regimes in Europe — Kodeks pracy (the Labour Code) is comprehensive but materially less protective than Spain, France, or Germany. Termination provisions are reasonable; notice periods are predictable; collective bargaining is much lighter than southern Europe.
EOR works well up to 20–30 headcount. Lundi's Polish employment infrastructure handles compliant employment from first hires through to substantial teams. ZUS registration, statutory holidays (26 days for >10 years tenure, 20 days for <10), paid sick leave, parental leave — all administered. The EOR model holds up further in Poland than in most European markets because Polish labour law is structurally less onerous.
Sp. z o.o. entity makes sense at significant scale or for IP localisation. A Polish limited liability company unlocks Estonian-CIT style structures (CIT na zasadach estońskich — corporate tax deferred until distribution), B+R relief (R&D tax credits, up to 200% on qualifying expenditure), and the IP Box regime. Lundi's Build–Operate–Transfer pathway runs the team under our Polish Sp. z o.o. for 12–24 months before transfer.
IP Box regime. Polish IP Box applies a 5% tax rate to income derived from qualifying intellectual property (software, patents). For senior engineering compensation structures, this can be applied to individual contributors via B2B contracts where the engineer is structured as a self-employed contractor selling IP to your entity. Common in Polish IT — but adds compliance overhead Lundi handles end-to-end.
B2B vs UoP (Employment) contracts. Polish IT has historically favoured B2B contracts over employment (UoP) for senior roles — better tax treatment, but no employment protections, no paid leave, no severance. Recent regulatory changes (anti-fixed-employment legislation, ZUS reviews) are pushing more roles to UoP. Lundi advises on the right structure per role and per client risk tolerance.
Why HRBP infrastructure still matters. Polish termination requires documented performance management. Probation extensions, sector-specific collective agreements (where applicable), and trade union interactions all benefit from local fluency. Every Lundi Poland team includes a named HRBP from day one.
What it costs to employ someone through Lundi.
Lundi's cost is the all-in cost of the employee — gross salary plus statutory employer contributions plus customary benefits — and a Lundi management fee on top. The management fee depends on team size and scope: smaller teams pay a higher per-head rate, teams of 20+ get materially better unit economics, and Build–Operate–Transfer engagements are structured separately.
The alternative paths look like: setting up your own local entity (meaningful months of legal and accounting work, plus ongoing in-country HR, payroll, and compliance infrastructure), engaging a local recruitment agency on contingency (typically a percentage of first-year compensation, paid once, with no ongoing employment relationship), or hiring as a contractor (lower upfront cost, real misclassification risk in most jurisdictions). Lundi is faster than entity setup, structurally different from contingency recruitment, and lower-risk than contractor arrangements.
Talk to us for specific pricing.
The notice period for the termination of contracts in Poland is typically as follows:
Typical Poland teams Lundi builds and operates:
Finance & Accounting Shared Services — Kraków (15 to 60 people). Multi-currency, multi-entity accounting for a European or global parent. 1 finance director, 2–3 finance managers, 8–20 senior and staff accountants across AP/AR/GL/treasury, 2–4 controllers, 2–3 FP&A. All-in: $80,000–$200,000/month including dedicated HRBP and entity infrastructure. Most common Lundi Poland engagement.
IT & Engineering Team — Warsaw, Kraków, Wrocław (10 to 40 people). Backend, DevOps, data engineering, platform infrastructure. Strong fit for SaaS, fintech, and enterprise software. Senior engineers $7,000–$10,000/month all-in; team-lead and architect tiers $10,000–$15,000. Lundi recruiters know the major Polish tech employer networks (Allegro, CD Projekt, Asseco alumni).
Multilingual Customer & Sales Support (10 to 30 people). German, French, Nordic-language CSMs and account managers serving European customers. Typical cost: $30,000–$80,000/month.
HR & Payroll Shared Services (8 to 25 people). Pan-European HR operations, multi-country payroll administration, employee data. $35,000–$80,000/month.
Fintech & Product — Warsaw (8 to 25 people). Senior product, design, and engineering for financial services, payment, or banking products. Mid-to-senior compensation $5,500–$10,000/month all-in. Strong fit for fintechs targeting CEE expansion or banking-adjacent products.
Five things distinguish Lundi from a generic EOR platform operating in Poland:
1. Operating depth, not market presence. Poland is Lundi's largest operational market. We've hired more than 12,000 people in Poland over the years, and have run operations of over 1,000 employees on the ground. Lundi recruiters in Kraków, Warsaw, and Wrocław know the local SSC, IT, and product employer networks — which Big Four alumni are 18 months in and ready to move, which engineering teams at major Polish tech employers are losing senior people. After placement, the pipeline stays warm — turnover is predicted, not reacted to.
2. Dedicated Polish Sp. z o.o., not a shared employment pool. Lundi employs through its own Polish entity, not a co-employed marketplace pool. Where appropriate, we establish a dedicated entity exclusively for your team — structured from day one for transfer to you under the BOT pathway. IP Box, B+R, and Estonian-CIT structures applied where qualifying.
3. An embedded HRBP, not a support ticket. Every Lundi Poland team has a named HRBP — present in your Slack or Teams, attending standups, running onboarding, managing performance and PIPs. Polish-law-compliant handbooks and HR documentation customised to your culture. For larger Polish teams, this becomes a dedicated in-country HR team.
4. Hyperlocal operations. Lundi has physical presence in Poland. Equipment procurement and deployment is local. Health benefits are sourced from recognised Polish providers (Medicover, LUX MED, enel-med) rather than global aggregators — standard expectation for Polish white-collar talent. Workspace from coworking through to dedicated fitted floors in Kraków, Warsaw, or Wrocław.
5. Rooted, not distributed. Poland has been one of Lundi's core operational markets for years. The entity, recruiter network, HRBP infrastructure, and client operations history have been built through actually running teams here — not deployed remotely.
Lundi works with companies building teams of 10 or more across business, technical, and operational functions . Not for one-off hires or individual placements.
EOR platforms employ individuals for you. Lundi recruits, employs, and operates concentrated teams — including day-to-day management, HR, and an optional path to your own entity. It's the operating model for companies that have outgrown the EOR ceiling.
