Since March 2022, the procedure for employing Ukrainian citizens in Poland has been significantly simplified. According to the legal status as of 06.09.2025, almost every Ukrainian citizen is entitled to perform work on the territory of the Republic of Poland. However, it should be emphasized that this is a facilitation of the employment process, not a complete abolition of all formalities; therefore, this facilitation is not unconditional. In order for the work of a Ukrainian citizen to be legal, the following conditions must be met simultaneously:

the citizen of Ukraine is staying legally (or their stay is recognized as legal) on the territory of the Republic of Poland,

You, as the employer, within 7 days from the date the Ukrainian citizen commenced work, notified the district labor office (competent for your registered office or place of residence) of entrusting work to this citizen,

the working time (full-time equivalent) or number of hours is not less than indicated in the notification,

the Ukrainian citizen receives remuneration not lower than specified in the notification,

the remuneration received is not lower than the minimum wage for work (monthly or hourly rate).

It is also important to note that you do not need to go to the office — you submit the above notification to the labor office electronically via the praca.gov.pl portal — it only takes about 15 minutes at the computer, and you’re done. In short, if a Ukrainian citizen is in Poland legally (e.g., under the visa-free regime, a visa, residence card, temporary protection, etc.), and you, within 7 days of hiring them, submitted a notification of entrusting work to a Ukrainian citizen to “your” labor office, then the work of that Ukrainian citizen is legal and, importantly, it is considered legal from the very beginning (i.e., from the day they started work), not from the day the notification was submitted. Remember that the notification you submit must reflect the actual circumstances — if there is a need to change the terms of employment, this will usually require submitting another notification (also within 7 days of the occurrence of such a circumstance). This will be necessary in situations when:

• the type of the concluded contract has changed, or
• the position or type of work performed has changed, or
• the working time or number of working hours has been reduced, or
• the remuneration specified in the notification has been lowered.

You have probably noticed that submitting a new notification is required only in the case of a reduction in working time (number of hours) or a decrease in remuneration? That is exactly the case. However, for example, if a Ukrainian citizen is employed in your company on a half-time basis, but the workload is increasing and you want to employ them full-time; or if the original hourly rate was 40 PLN gross per hour, but the employee is performing well, developing, and you want to give them a raise, such changes do not require a new notification.