For years, the Polish labour market has relied on staff from abroad. However, the legal environment is changing very quickly. As a result, recruitment and legalisation require constant vigilance from companies. What is more, key reforms came into force in 2026. They aim at full digitalisation and at tightening the system. So here are the most important aspects of employing foreigners.
1. The transformation of the Ukrainian special act and the CUKR card
The rules for employing Ukrainian citizens have changed fundamentally. The simplified route via the Praca.gov.pl portal is now disappearing. Instead, the system promotes long-term legalisation of stay.
What does this mean for your company?
Workers from Ukraine are moving to a dedicated temporary residence status. As a result, they receive cards marked CUKR. That is why the employer must rigorously check their paperwork. Otherwise, a gap in their right to work legally may arise.
2. Full digitalisation of procedures — zero tolerance for errors
All applications for work permits and residence documents are now processed exclusively electronically (among others through the Case Handling Module – MOS – and the systems of the Ministry of Family, Labour and Social Policy).
- Impact on recruitment: automation in public offices means faster checks, but also no room for mistakes. A typo in a surname, a wrong document scan or incomplete company financial records lead to the system rejecting the application immediately, with no option to correct it by traditional means.
3. Stricter pay requirements and employer checks
New tightening regulations oblige offices to examine the financial stability of the entities entrusting work in detail.
- Equal pay requirement: a foreigner’s pay may not be lower than the rate offered to Polish workers in a comparable position, nor lower than the applicable minimum wage. Offices rigorously analyse hourly rates and the scope of duties. Unjustified pay differences are an immediate reason to refuse a permit.
4. Increased inspections by PIP and the Border Guard
This year, the National Labour Inspectorate (PIP) and the Border Guard are placing particular emphasis on whether the duties actually performed match the documentation.
Specific risks: assigning work in a different position, for different hours or at a different address than stated in the declaration or permit is treated as illegal employment. Fines for businesses range from several thousand to tens of thousands of zlotys and, in extreme cases, come with a ban on employing foreigners.
5. Longer recruitment from third countries
Hiring staff from Asia or South America now requires a much longer time horizon because of stricter consular procedures and limits on visa intermediation.
- Organisational takeaway: the process of bringing in a worker from abroad (from submitting the need to the first day at the plant) can take from 2 to as many as 5 months. Production and logistics companies therefore need to plan staffing precisely and well in advance.
How can you secure continuity at your company?
Changing legal procedures, staff turnover and complex formalities do not have to paralyse your business. Handing recruitment and legalisation over to a specialised agency lets you transfer the entire formal and legal risk to a B2B partner.
At Alimat Group we take full responsibility for comprehensive legalisation, document checks and continuity of staffing at your plant.
Planning to increase your headcount or want to make sure your procedures are 100% compliant with the 2026 rules? Contact our team of experts and book a free recruitment consultation.
