In recent years the number of foreigners coming to Poland has significantly increased.

The rise of interest in our country may result from the improvement of Polish labour market

condition. These are not only the Poles who go to Western Europe, but for many people,

especially those from Eastern Countries, coming to Poland is the chance of better life.

The vast majority of foreigners come to Poland

since they cannot find labour in their country

and very often they do not have basic knowledge

of Polish law. Sometimes, foreigners take huge risk

and start working illegally, without realizing the

consequences of their behaviour. It is an advantage

for both foreigner and the host country to have

precisely binding regulations that clearly regulate the

issues concerning legalization of residence as well as

the employment of foreigners.

The regulations, which define the issues

of employment of foreigners on Polish territory,

divide the foreigners into citizens of Member

States of the European Union and those from

other countries, adopting different regulations for

each group. The most simplified procedures are

applicable while employing the foreigner who comes

Katarzyna Psyta

legal trainee in the

Law Firm "Chudzik

i Wspólnicy Radcowie

from one of Member States of the European Prawni" sp.p.

Union or the European Economic Area since

the Member States guarantee their members

freedom of movement for their employees. From

the employer’s point of view, situation is much more

complicated if the employee comes from the country

outside the European Union.

The regulations concerning the foreigners are

regulated by the Act of 20 th April 2004 on promotion

of employment and labour market institutions¹, the

Act of 12 December 2013 on foreigners² as well as

executory order. Besides distinctiveness indicated in

the Act, every foreigner who wants to be employed on

Polish territory must fulfil the range of regulations.

The entity who entrusts completion of work to the

foreigner - the employer is under the obligations,

which can be sanctioned by the Act.

OUTSOURCING&MORE | March-April 2016


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