Introduction: Why Hiring in Poland Requires a Clear Understanding of Contracts
Poland has become one of the most attractive markets in Europe for international companies seeking skilled professionals, especially in IT, finance, and engineering. But when hiring in Poland, managers often face a key decision: should you offer a B2B (business-to-business) contract or a traditional employment contract?
Understanding these two options is crucial—not only for compliance with Polish law but also for building lasting and productive relationships with your team members. Unlike in other countries, B2B in Poland has its own unique structure and cultural meaning. It should not be confused with the concept of freelancing or independent contracting abroad.
What is a B2B Contract in Poland?
Definition and legal framework
A B2B contract in Poland refers to a civil law agreement between two businesses. Instead of being employed as a worker, the professional sets up a sole proprietorship (jednoosobowa działalność gospodarcza) and issues invoices for their services.
The relationship is based on commercial law, not labor law, meaning it’s governed by the principles of freedom of contract rather than strict labor code regulations.
Who typically works on a B2B basis?
B2B is especially popular in:
- IT and software development
- Digital marketing and consulting
- Engineering and design
- Other knowledge-based sectors
Highly skilled professionals often prefer this model because of the flexibility it offers in structuring their work.
Key features of B2B agreements
- Service provider is a business entity, not an employee
- Work is typically result-oriented, not time-based
- Payments are made via invoices, often monthly
- The professional is responsible for their own social security contributions
What is an Employment Contract in Poland?
Definition and employee rights
An employment contract (umowa o pracę) is the traditional form of employment regulated by the Polish Labor Code. It establishes a relationship of subordination, where the employee follows the employer’s instructions within defined working hours.
Standard benefits and entitlements
Employees under this type of contract are entitled to:
- Paid vacation (usually 20–26 days per year)
- Paid sick leave
- Parental leave
- Health insurance through ZUS (Social Insurance Institution)
Obligations of employers
Employers must handle:
- Payroll taxes
- Social security contributions
- Health and safety regulations
- HR administration and reporting
Key Differences Between B2B and Employment Contracts in Poland
| Aspect | B2B Contract | Employment Contract |
| Legal basis | Civil law | Labor law |
| Relationship | Company-to-company | Employer-employee |
| Benefits | Negotiable, not guaranteed | Paid vacation, sick leave, parental leave |
| Payment | Invoice-based | Payroll salary |
| Social security | Paid by contractor | Paid by employer |
| Flexibility | High | Limited by labor code |
Why B2B in Poland Is Different From Freelancing Abroad
Comparison with typical “contractors” in Western Europe
In countries like Germany or France, freelancers are often project-based and independent, working for multiple clients. In Poland, B2B contractors frequently work full-time for a single client, resembling employees in their day-to-day activities.
Comparison with US independent contractors
In the US, independent contractors usually negotiate short-term contracts and carry higher entrepreneurial risk. By contrast, Polish B2B professionals often enjoy long-term, stable cooperation with one employer.
Misconceptions about “B2B equals freelancing”
While many outsiders see B2B as synonymous with freelancing, in Poland it is closer to an alternative employment structure—one that allows professionals more independence but still supports steady, long-term relationships.
Advantages of B2B Contracts for Companies
- Faster onboarding process without heavy HR bureaucracy
- Easier to collaborate on short-term or specialized projects
- Flexibility in defining work arrangements
- Access to highly skilled professionals who often prefer B2B
Advantages of Employment Contracts for Companies
- Stronger employee loyalty and long-term retention
- Easier integration into structured teams
- Clear compliance with labor law
- Attractive for professionals who value stability and benefits
Considerations for Hiring Managers
When deciding between B2B and employment contracts:
- Choose B2B when hiring project-based experts or when flexibility is essential.
- Choose employment when building a core, long-term team.
- Avoid the risk of misclassification, as treating B2B workers like employees can raise compliance concerns.
- Build trust by being transparent about what each contract type offers.
Case Study: IT Sector in Poland
In the Polish IT market, B2B has become the dominant model. Many developers prefer it because of autonomy and higher net income. For employers, it means quicker recruitment and flexibility. However, large corporations still offer employment contracts to attract professionals seeking stability.
Practical Tips for International Hiring Managers
- Be clear when advertising roles: specify whether the offer is B2B or employment.
- Learn how Polish candidates perceive these contracts—B2B is often seen as a normal, mainstream choice, not just freelancing.
- Respect cultural expectations: for many Polish professionals, B2B is not a loophole but a preferred career path.
FAQs on B2B vs Employment Contract in Poland
1. Is B2B legal in Poland?
Yes. B2B contracts are a legal and common way of working in Poland, especially in professional services.
2. Do B2B contractors in Poland get vacation?
Not automatically. Vacation and leave policies must be agreed upon in the contract.
3. Can foreign companies hire Polish professionals on B2B?
Yes. Many international companies collaborate with Polish contractors this way, but agreements should comply with Polish civil law.
4. Is B2B the same as freelancing in Poland?
Not exactly. Unlike typical freelancers abroad, many B2B contractors in Poland work full-time for a single company.
5. Who pays social security for B2B workers?
The contractor pays their own contributions to ZUS.
6. Which is better: B2B or employment?
It depends on company goals and candidate preferences. B2B offers flexibility, while employment offers security.
Conclusion: Making the Right Hiring Decision in Poland
Understanding the nuances of B2B vs employment contracts in Poland is essential for international hiring managers. Unlike other countries, B2B in Poland is not just freelancing—it is a mainstream and respected way of working. By aligning contract types with business needs and candidate expectations, companies can build strong, compliant, and productive teams.
👉 For a deeper dive into Polish labor law and contract types, visit Polish Ministry of Family and Social Policy for official guidelines.