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

For employers based in the EU, EEA or Switzerland. We check whether your case fits, set up areal Polish employment contract, and run the monthly ZUS and PIT compliance — while you stay the employer.

Check if this route fits Compare with EOR and subsidiary

Assessment is free to start. This is not legal or tax advice.

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 1–5 people 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.

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.

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

Assessment — free to start
Setup — scoped after the assessment
Ongoing — from EUR 300 / month + VAT

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

Your company
EOR platform
Employee

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

This route

Your company
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.

This is not legal or tax advice.

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.

This is not legal or tax advice.

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.

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.