Blog, Employee Benefits, Global
Spotlight on Poland – A guide to implementing employee benefits technology
04.03.25
A hub for highly skilled, multilingual workers, it’s no wonder Poland has become a key country for companies internationally. But an increased demand for local talent means companies must think strategically about the benefits they offer, and the technology used to deliver them.
To secure and retain top talent, particularly in the technology and professional service sectors, a benefits offering in Poland must be competitive, flexible, and intuitive. In response to the evolving marketplace, our customers are opting for more benefits and increased allowances.
Mandatory benefits
Employers in Poland typically provide pension, private medical insurance and life assurance as core benefits. While some provisions are mandatory – like the provision of a pension plan – employees have the flexibility to opt out or increase their contributions. The right benefits technology makes it easier for employees to select what’s relevant to them and understand the costs involved.
Poland’s social security system is funded through employer and employee contributions, ensuring essential protections for all workers:
Social security contributions (Zakład Ubezpieczeń Społecznych – ZUS)
For social security contributions, employers will contribute approximately 19.48% of an employee’s gross salary, while employees contribute 13.71% of their salary. These contributions fund pensions, disability insurance, healthcare, and unemployment benefits.
State Pension System (Emerytura ZUS)
Under this system, employers and employees each contribute to the National Pension Fund. The statutory retirement age is 65 years for men and 60 years for women.
Healthcare benefits (Narodowy Fundusz Zdrowia – NFZ)
Employers contribute 9% of an employees’ gross salary towards public healthcare. This means employees are entitled to free or subsidized medical care under Poland’s national health system.
Unemployment insurance (Zasiłek dla bezrobotnych)
This is fully funded by employer contributions and taxes. It provides financial support for eligible unemployed individuals for up to 6-12 months, depending on their work history.
Parental leave and benefits (Urlop Rodzicielski)
Maternity leave in Poland is 20 weeks of paid leave at 100% salary, covered by social security, while paternity leave is up to two weeks of paid leave. Parental leave offers employees up to 32 additional weeks, with benefits paid at 70% of the employees’ salary.
Sick leave and pay (Zasiłek Chorobowy)
Employers must pay 80% of an employees’ salary for the first 33 days of sick leave per year. After 33 days, social security covers sick pay at 80% of salary.
Annual leave (Urlop Wypoczynkowy)
Employees with less than 10 years of service receive 20 days of paid vacation, while employees with 10+ years of service receive 26 days of paid vacation.
Core benefits
To attract and retain employees, many Polish companies provide additional benefits beyond statutory requirements:
Supplementary Pension Plans
Typically, this will be Pracownicze Plany Kapitałowe (PPK), though others including Pracownicze Programy Emerytalne (PPE) are available. Employers contribute 1.5% to 4% of an employees’ salary to voluntary pension savings, while employees can make additional contributions, which are tax advantaged.
Private healthcare insurance
Many employers in Poland offer private health insurance for faster access to specialist care, covering dental, vision, and rehabilitation services beyond public healthcare.
Life and disability insurance
Some companies provide Group Life Insurance, covering one to three times the employee’s salary. Employers may also offer disability insurance, ensuring income protection in case of long-term illness or injury.
Commuter and transportation benefits
These include public transport subsidies or fuel allowances for employees commuting to work, while some companies also offer company cars or mileage reimbursements.
Popular benefits
Polish employers are increasingly focusing on work-life balance and financial security by offering additional benefits:
Flexible work arrangements
Remote work and hybrid work models are becoming more common in Poland, with employers increasingly offering flexible working hours and compressed workweeks to employees to stand out in the market.
Education and professional development
These benefits include tuition reimbursement for university courses, certifications, and professional training, as well as access to language courses and leadership development programs.
Meal and daily allowances
Meal vouchers (Karta Sodexo) or subsidized office meals are popular benefits with Polish employees. Some employers also provide daily food allowances.
Wellness and mental health support
Employers are increasingly offering gym memberships, wellness stipends, and mental health support programs to employees, alongside Employee Assistance Programs (EAPs) that provide counseling and mental health services.
Childcare and family support
On-site childcare or childcare subsidies are popular benefits among employees, with many employers also offering extended parental leave benefits beyond the statutory requirements.
Key considerations for implementing employee benefits in Poland
- Digital transformation is reshaping the benefits experience. While Poland has traditionally relied on paper-based processes, this is quickly changing. A growing cohort of digitally savvy talent is driving demand for more user-friendly, tech-enabled benefits experiences. Modern platforms can help organizations move away from manual administration, improve accessibility, and deliver a seamless, engaging experience to employees.
- Lifestyle benefits are on the rise. Employers in Poland are increasingly going beyond standard offerings like pensions and private medical insurance. Lifestyle-oriented benefits like holiday purchase and leisure allowances are gaining traction. Over half of our customers in Poland now offer holiday purchase, and this number is continuing to grow. Some employers also provide additional allowances alongside the MultiSport card, giving employees even more choice through funding cultural interests, family activities, or purchasing sports equipment.
- Voluntary benefits offer flexibility at low cost. Voluntary benefits are becoming more popular across Poland as employers look for ways to introduce greater choice without adding significant cost. These benefits, often covered by a flexible benefits fund, allow employees to personalize their packages by upgrading core benefits or selecting perks that matter most to them.
- Leverage the Company Social Fund strategically. Employers in Poland with 50 or more full-time employees are required to set up a Company Social Fund, known locally as Zakładowy Fundusz Świadczeń Socjalnych (ZFŚS). This fund can support a broad range of employee needs – from housing assistance and childcare to recreation and cultural activities. Some organizations add ZFŚS contributions to a flex pot, giving employees control over how the funds are used. Others use it to support company-wide initiatives like team events or off-site activities. The amount is based on the average number of employees and to the amount of 37.5% of an employees’ average monthly salary in Poland. Understanding the rules and possibilities around ZFŚS can help employers maximize its value and impact.
- A flexible, tech-enabled approach will keep you competitive. As the Polish workforce continues to evolve, so do expectations around benefits. A flexible approach – enabled by smart technology – can help employers remain competitive in attracting and retaining top talent. Whether it’s digitizing processes, offering customizable benefits, or using local funds more creatively, the key is meeting employees where they are with solutions that align to their needs.
To learn more about how to navigate the complexities of the Polish employee benefits landscape, or for help prioritizing your global rollout, speak to one of our benefits experts.
04.03.25
