Poland’s immigration policy is set to change fast this year. Here’s what businesses need to know to operate in one of Europe’s fastest-growing economies.
By Sam Cairns | 10 March 2026
In just 35 years, Poland has gone from a communist planned economy to a private sector powerhouse. Recording the highest growth across EU in 2024 Q4, Poland is Central and Eastern Europe’s (CEE) clear economic capital.
As money has flown into Poland, so have people. The country now hosts 1.13 million foreign workers – almost 7% of all registrants on its social insurance system.
Poland rolled out a major overhaul of its migration system in 2025; businesses need to pay attention. The new policies reflect a shift in tone – one that aims to balance growing labour market needs with heightened concerns around national security, social cohesion, and long-term integration.
This guide breaks down the latest changes, what they mean in practice, and how companies can confidently navigate the Polish immigration system to bring in the talent they need.
For most of modern history, Poland has traditionally been viewed as a country of emigration rather than immigration. For decades, millions of Polish citizens left the country to live and work abroad, particularly after joining the EU in 2004.
But the 2010s and early 2020s saw that trend flip. Driven by strong economic growth, labour shortages, and regional instability (especially the war in Ukraine), Poland became one of Europe’s top destinations for foreign workers, issuing more first residence permits than any other EU country for seven consecutive years.
This has stoked businesses’ labour forces. But it has also led to debate and disorientation among a populace not used to such large inflows.
The influx of 3.5 million Ukrainians since Russia’s full-scale invasion in February 2022 has significantly impacted Poland’s labour market and demographics. All those legally residing in the country are able to work, including roughly 960,000 refugees receiving temporary protection, access to healthcare, education, and the right to work. Approximately 70% of this number are active in the country’s labour market.
This has created some new challenges. Public services and local housing markets have felt the strain of this rise in numbers. Poles are generally strongly supportive of the Ukrainian struggle, but fears over social integration and cohesion have grown.
This experience of a sudden surge in migration has shifted Polish sentiment. While many Poles remain supportive of migration from culturally similar countries like Ukraine, attitudes toward immigration from outside Europe have become more cautious.
In 2024, Poland’s new right-leaning government introduced its 2025–2030 migration strategy, framed around security, control, and selectivity.
As of 2026, most Ukrainians who arrived in 2022 have now transitioned to the special temporary residence permit (CUKR), which is valid for 3 years.
Launched under the banner “Regain control. Ensure security,” the Government’s new strategy sketches out the highly selective approach it intends to take to migration over the remainder of the decade.
The authorities are clear that they will prioritise social integration and cohesion over filling gaps in the labour force. Nonetheless, the new rules do provide some leeway for employers in shortage industries. Let’s investigate.
This strategy introduces more structure, more scrutiny, and more selectivity.
Many of the details are yet to be clarified, but businesses that plan ahead for a stricter framework will benefit.
So in the meantime, what are the current routes for immigration to Poland?
Current Polish immigration policy affords different entry options according to the applicant’s nationality. As a member of the EU, Poland is obliged to uphold the right of free movement throughout the bloc.
Let’s go through the different options open to foreign nationals.
This is the simplest route. These individuals can:
No visa or work permit required—just register with local authorities.
Thanks to long-standing international agreements, Americans and Swiss nationals enjoy some similar business rights to Poles, including:
These benefits come from:
If your employee isn’t from the EU, US, or Switzerland, they’ll need a visa and work authorisation. Their options depend on:
If you’re not an EU, EEA or Swiss citizen, married to a Pole or a graduate of a Polish university, you will need a Polish work permit to carry out any paid employment in the country. Let’s go through the different types.
This is the most common permit for foreigners directly employed by Polish companies.
Requirements:
Validity: Up to 3 years (renewable)
Family: Can join, but may need separate work authorisation
This permit is designed for foreigners who are members of the management board of a legal entity registered in Poland (e.g., a Limited Liability Company or Joint-Stock Company).
Who needs it?
CEOs, Managing Directors, and other executive-level figures who serve on a company’s board and are involved in its daily operations.
Key points:
Typically issued for up to 5 years
Applicant must demonstrate the legal basis of appointment (e.g. shareholder resolution)
Permit is tied to the specific company and role
This permit is ideal for foreign founders or investors who actively manage their Polish entities.
Type C permits apply when a foreign employer assigns a worker to their branch or office in Poland.
Who it’s for:
Employees of multinational companies temporarily posted to Poland to work at a local branch, subsidiary, or affiliated company on secondments or intra-company transfers.
Requirements:
The employee remains on foreign payroll
The assignment must be documented and time-limited
The posting must benefit the Polish entity’s operations
This route is often used in global expansion scenarios or short-term operational transfers.
This permit applies to foreigners who remain employed by foreign companies but provide services to clients in Poland.
Requirements:
Good fit for:
Still subject to wage and compliance rules. Valid for up to 3 years.
Type E covers any employment situation not specified under Types A through D.
Typical use cases include:
Foreigners hired by international organisations
Non-standard contracts or employment setups (e.g., freelance roles with Polish companies under specific arrangements)
Project-based work with unique structures
Note: Type E applications are assessed on a case-by-case basis, and additional documentation or justification is usually required.
For highly qualified professionals from non-EU countries, Poland offers the EU Blue Card option. This provides advantages such as:
Poland has implemented key changes to its posted worker regulations in line with the EU Posted Workers Directive, with significant updates effective May 1, 2025.
These changes require companies to review employment terms, prepare for potential audits, implement tracking systems for work documents, and update mobility policies to account for longer lead times for assignments to Poland.
Given the standout growth rate, more and more global entrepreneurs are picking Poland to set up their businesses. In 2023, Poland attracted 229 foreign direct investment projects.
The Polish immigration system provides several useful routes for businesses looking to set up operations.
Foreign entrepreneurs have several options depending on their residence status:
The minimum share capital required for an LLC is 5,000 PLN (approximately 1,200 EUR)
If you’re running a company in Poland, you may qualify for a residence permit based on business activity.
To qualify, you need to show:
This permit gives foreigners the right to stay in Poland for more than three months to run their business. Applications must be submitted before the expiration of legal stay, with all required documentation.
If your staff are directors or board members, they’ll need a residence and work permit specific to business activity. Required documents include:
Pro tip: Company structure and profit levels can affect eligibility.
In 2026, the most significant shift for Polish HR departments is the retirement of the traditional Labour Market Test (the “Starosta’s Information”). For decades, this bureaucratic hurdle required employers to prove that no Polish citizen wanted a job before hiring a foreigner.
Under the fully implemented 2025–2030 Migration Strategy, this reactive system has been replaced by a proactive, data-driven National Occupational Priority framework.
If a role appears on the National Deficit List, the path is clear. Businesses no longer need to coordinate with local labour offices to “test” the market. For these roles, the system assumes a shortage, allowing for streamlined digital filing and faster processing times (often reduced by 4–6 weeks).
Key 2026 Sectors: IT/Cybersecurity, Healthcare (Doctors & Nurses), Green Energy Technicians, and specialised Construction trades (Welders, Heavy Machinery Operators).
Conversely, the government now maintains a Protected Occupations List. These are sectors where the local labour supply is deemed sufficient or where the government aims to drive up local wages by limiting foreign competition.
The Restriction: Hiring a non-EU national for a role on this list is now either heavily restricted or requires a special “Individual Necessity” waiver, which involves rigorous proof of unique skill requirements that local candidates cannot meet.
While the lists are national, local Voivodes (Governors) retain the power to add regional shortages to the fast-track list. This allows industrial hubs like Wrocław or Poznań to prioritise logistics and manufacturing roles that might not be as scarce in more rural provinces.
To secure a visa, work permit or business permit, you’ll need to submit certain documents to support your application.
Poland’s new strategy puts heavy emphasis on helping foreigners adapt—and requiring them to do so.
The Government has stated that it is pushing for greater “acceptance by foreigners of the norms and principles in force in Polish society”.
This means businesses may need to support staff with integration efforts, especially if seeking long-term permits or settlement pathways.
As the country adapts to its increasing attractiveness in the eyes of the world, its immigration system is changing too. Here are the biggest shifts this year:
Under the Border Protection Act, the Commander-in-Chief of the Border Guard may temporarily suspend applications during times of high pressure or “hybrid” threats.
To avoid delays and reduce friction, businesses with Polish operations should:
Given processing timeframes of two to five months for most permits, businesses should:
Businesses should carefully consider:
The legal structure of Polish operations significantly impacts immigration options:
Foreign entrants will come under increasing pressure to show their efforts to integrate. Businesses should do their best to help their employees with this.
For highly-skilled talent, the EU Blue Card should be your first port of call.
Poland’s immigration strategy for 2025–2030 is in line with a growing global trend: welcoming talent, but on clear terms.
The country remains open for business, especially in industries facing skill shortages. But the process is more structured, more selective, and requires better planning.
For businesses, the message is clear.
If you understand the rules, prepare your documentation, and align with Poland’s new priorities, you’ll be in a strong position to bring your people into one of Europe’s fastest-rising economies.
If you’re still unclear on any of the rules, Centuro Global’s Travel Compliance Assistant will give you total visibility over your compliance needs.. Simply enter in the relevant details, and our AI-powered knowledge engine will generate a complete, personalised recommendation of all the visas, work permits and posted worker notifications you’ll need to travel compliantly.
Book a demo to see it in action.
Yes, Poland remains open to foreign workers—especially in industries experiencing labour shortages such as construction, IT, healthcare, logistics, and agriculture. However, the 2025–2030 migration strategy places greater emphasis on controlled, selective immigration aligned with economic priorities and national security goals.
The standard documentation for a work permit (e.g. Type A) includes:
Processing times for most work permits in Poland range from 2 to 5 months, depending on the region and the complexity of the application. Businesses are advised to start the immigration process at least 6 months in advance of the intended relocation.
Yes. Foreigners from the EU/EEA, the United States, or Switzerland can establish businesses in Poland under the same conditions as Polish nationals. Non-EU/EEA nationals can also set up companies—typically a Limited Liability Company (Sp. z o.o.)—provided they have a qualifying residence status or apply for a business-related residence permit.
The EU Blue Card is a residence and work permit for highly skilled non-EU professionals. In Poland, it offers:
To qualify, applicants must have a higher education degree – or three years of relevant work experience – and a job offer with a monthly gross salary of PLN 12,272.58.
As of 2026, the most in-demand roles fall into the following sectors:
Jobs on the skills shortage list may benefit from streamlined permit procedures and exemption from labour market tests.
No. As of 2026, the traditional “Labour Market Test” (the Starosta’s Information) has been officially retired and replaced by the National Occupational Priority framework. Whether you need to prove a lack of local candidates now depends on which government list the job falls under:
No Test Required (Deficit Occupations): If the job is on the National Deficit List, you skip the testing phase entirely. The government acknowledges a shortage in sectors like IT, Cybersecurity, Healthcare, Green Energy, and Specialised Construction. This “fast-track” route typically reduces processing times by 4 to 6 weeks.
Restricted Hiring (Protected Occupations): If a role is on the Protected Occupations List, the government has determined there is a sufficient local supply of workers. Hiring a non-EU national for these roles is restricted and requires a rigorous “Individual Necessity” waiver to prove the candidate has unique skills that cannot be found locally.
Regional Exemptions: Even if a role isn’t on the national deficit list, local Voivodes (Governors) in hubs like Wrocław or Poznań have the authority to add specific regional shortages to the fast-track list to meet local industrial demands.
Yes. Family members of foreign workers can apply for dependent visas and temporary residence permits to join the primary applicant in Poland. However, spouses typically need their own work authorisation if they wish to be employed in Poland.
Yes, but they are subject to stricter checks under the new migration strategy. The government has implemented measures to prevent abuse of the student visa route. Students must prove genuine enrolment and financial means, and must comply with residence regulations to avoid visa revocation.
Key changes introduced or expected throughout 2025 include:
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