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Employer of Record in Poland
Hire employees in Poland through an Employer of Record (EOR) without setting up a local entity. This comprehensive guide explains Poland's labour laws, payroll, taxes, benefits, and compliance requirements so you can build a compliant Poland workforce with confidence.
What is an Employer of Record in Poland?
An Employer of Record in Poland is a third-party organisation that legally employs workers on behalf of foreign companies. The EOR takes full legal responsibility for the employment relationship under Polish law, while the client company directs the employee's daily work and performance.
This arrangement allows international businesses to hire Poland professionals quickly and compliantly without establishing a local entity. It is particularly useful for startups, growing businesses, and enterprises exploring the Poland market for the first time. The EOR manages all employment obligations, including contracts, payroll, tax filings, social contributions, benefits, and ongoing compliance with local labour laws.
Why Hire in Poland?
The Republic of Poland is the largest economy in Central Europe and the 6th largest EU member state by population, with approximately 38 million inhabitants. Joining the EU in 2004 transformed Poland from a post-communist transition economy into one of Europe's fastest-growing markets — Poland was the only EU member to avoid recession during the 2008–2009 financial crisis and has sustained ~4–5% annual GDP growth for most of the post-accession period.
Poland is Europe's nearshoring powerhouse. The country hosts the largest BPO and shared-services centre sector in Europe (~440,000 employees in 1,500+ centres) and one of the EU's biggest IT talent pools (~600,000 specialists). Major nearshoring clients include Capgemini, Accenture, IBM, JPMorgan Chase, Shell, BNY Mellon, Goldman Sachs, Credit Suisse (now UBS), HSBC.
Top employers in Poland span Allegro (e-commerce), CD PROJEKT RED (gaming), PKN Orlen (energy), KGHM (mining), PKO Bank Polski, PZU (banking and insurance), Asseco, Comarch (IT), Cyfrowy Polsat (telecoms); Volkswagen Poznań, Stellantis Tychy, Toyota Wałbrzych (automotive); Pratt & Whitney (aerospace); Capgemini, Accenture, IBM, Shell, JPMorgan (BPO/SSC); LPP, CCC, Inditex (retail); Polpharma, Adamed (pharma); JeronimoMartins (Biedronka), Carrefour (grocery); InPost, DHL (logistics); and the Polish Public Service.
What Are the Quick Facts About Poland?
Before hiring in Poland, it helps to understand the basic country profile at a glance.
| Category | Details |
|---|---|
| Capital | Warsaw (Warszawa) |
| Official Language | Polish (official); English widely used in business and IT; German common in border regions |
| Currency | Polish Zloty (PLN, zł) |
| Time Zone | Central European Time (UTC+1; UTC+2 in summer) |
| Population | Approximately 38 million |
| Status | EU member state (since 2004), Schengen Area (since 2007), NATO (since 1999); not in Eurozone (uses PLN); largest economy in Central Europe |
| Major Industries | Information technology and software, business process outsourcing and shared services, automotive manufacturing (Volkswagen, Stellantis, Toyota), aerospace (Aviation Valley), banking and finance, chemicals and pharmaceuticals, food processing, retail, construction |
| Workforce Profile | Highly educated, multilingual (English, German, Russian, French), with one of Europe's largest IT and BPO talent pools (~600,000+ IT specialists); strong unionisation in heavy industry; lower in services |
What Are the Employment Laws in Poland?
Employment relationships in Poland are primarily governed by the Labour Code (Kodeks Pracy, Act of 26 June 1974, as amended), Act on Minimum Remuneration (10 October 2002), Act on the Social Insurance System (13 October 1998), and EU directives implemented (Posted Workers, Working Time, Pay Transparency from 2026). This legislation regulates every aspect of the employment relationship, including contracts, working hours, leave entitlements, termination procedures, and workplace rights.
Written employment contracts are mandatory in Poland and must be drafted in Polish (official); contracts may be bilingual Polish + English/German, but the Polish text governs disputes; EU-law-aligned written contract required within 7 days. Every contract must specify the job description, salary, working hours, probation period, benefits, and termination terms. Both fixed-term and indefinite-term contracts are permitted under Poland's law. Fixed-term contracts cannot exceed Maximum 33 months cumulative across one or more fixed-term contracts with the same employer; maximum 3 successive fixed-term contracts (Article 25¹ Labour Code); thereafter automatically converts to indefinite, including any renewals.
The standard probation period for most roles is capped at 3 months maximum (typical 1–3 months); during probation either party may terminate with reduced notice (3 days for <2 weeks; 7 days for 2 weeks–3 months; 14 days for 3+ months). During probation, either the employer or the employee may terminate the relationship with shortened notice as specified by law or the employment contract.
What Are the Working Hours and Overtime Rules in Poland?
The standard workweek in Poland is 40 hours (8 hours/day, 5 days/week). The maximum weekly working time, including overtime, is 48 hours including overtime, averaged over 4-month reference period; absolute weekly cap 48 hours; overtime limited to 150 hours/year (extendable by CBA). Rest periods and overtime premiums are also regulated by law.
| Factor | Standard |
|---|---|
| Standard Workweek | 40 hours (8 hours/day, 5 days/week) |
| Maximum Weekly Hours | 48 hours including overtime, averaged over 4-month reference period; absolute weekly cap 48 hours; overtime limited to 150 hours/year (extendable by CBA) |
| Weekday Overtime Pay | +50% premium for the first 2 hours/day; +100% thereafter; or +100% for overtime on Sundays, public holidays, or rest days |
| Weekend/Holiday Overtime | +100% (double pay) for work on weekly rest days, Sundays, and public holidays; alternative compensatory rest day must be granted within 6 months |
| Night Work Premium | +20% of the minimum-wage hourly rate (~PLN 6.28/hour in 2026 based on PLN 4,806 ÷ 168 hours × 20%) for each hour of night work (21:00–07:00) |
| Minimum Daily Rest | 11 consecutive hours between shifts |
| Minimum Weekly Rest | 35 consecutive hours weekly rest, including a Sunday at least once every 4 weeks |
What Leave Entitlements Apply in Poland?
Poland employees enjoy comprehensive leave entitlements, including annual leave, public holidays, sick leave, maternity leave, and paternity leave.
| Leave Type | Entitlement |
|---|---|
| Annual Leave | 20 working days for employees with less than 10 years of service (including education); 26 working days for employees with 10+ years of service (Labour Code Article 154) |
| Public Holidays | 13 public holidays |
| Sick Leave (Short-term) | The employer pays for the first 33 days of sickness in the calendar year (14 days for employees aged 50+); ZUS sickness benefit (zasiłek chorobowy) takes over from day 34 (or 15 for over 50s) |
| Sick Leave (Long-term) | ZUS pays sickness benefit at 80% of average earnings (100% for hospitalisation, work injury, or pregnancy-related illness), for up to 182 days (270 for tuberculosis or pregnancy); thereafter rehabilitation benefit (świadczenie rehabilitacyjne) for up to 12 months |
| Maternity Leave | 20 weeks of maternity leave for one child (31 weeks for twins; 33 for triplets; 35 for quadruplets; 37 for quintuplets+); plus 32 weeks of parental leave (41 for multiple births) shared between parents |
| Maternity Pay | 100% of average wage for the first 26 weeks (or 81.5% if mother elects extended parental leave); paid by ZUS |
| Paternity Leave | 2 weeks of paternity leave at 100% of average wage, payable by ZUS, taken within 12 months of birth; from 2023, 9 weeks of parental leave reserved exclusively for the father (use-it-or-lose-it under EU Work-Life Balance Directive) |
Public Holidays Observed: New Year's Day (1 January), Three Kings/Epiphany (6 January), Easter Sunday and Easter Monday, Labour Day (1 May), Constitution Day (3 May), Pentecost (50 days after Easter), Corpus Christi, Assumption of the Blessed Virgin Mary / Polish Armed Forces Day (15 August), All Saints' Day (1 November), Independence Day (11 November), Christmas Eve (24 December — half day, full holiday from 2025), Christmas Day (25 December), and Boxing Day (26 December).
What Is the Minimum Wage and Average Salary in Poland?
From 1 January 2026 the gross monthly minimum wage in Poland is PLN 4,806 (approximately €1,134), up from PLN 4,666 in 2025. The minimum hourly rate for civil-law mandate contracts (umowa zlecenie) is PLN 31.40 gross. The 2026 wage was set unilaterally by the Council of Ministers (Journal of Laws 2025, item 1242) after the Social Dialogue Council failed to agree, in line with Article 2(5) of the Act on Minimum Wages of 10 October 2002. From 2026, Poland implements the EU Adequate Minimum Wages Directive (2022/2041), which links statutory minima to 50% of average wages or 60% of median. Total cost-to-employer for a minimum-wage employee is approximately PLN 5,790 per month including ZUS (20.48% surcharges). Note: figures are indicative; an EOR confirms the applicable wage tier, ZUS contribution rates, and PIT brackets before contracting.
| Salary Category | Monthly Amount (PLN) | EUR (approximately, PLN ≈ EUR ÷ 4.25) |
|---|---|---|
| Customer Support / BPO | PLN 5,000 – PLN 8,000 | Entry-level; major BPO hubs in Kraków, Warsaw, Wrocław, Poznań |
| Junior Software Engineer | PLN 9,000 – PLN 14,000 | Strong tech talent base; Polish IT sector is among Europe's largest |
| Mid-Level Software Engineer | PLN 14,000 – PLN 22,000 | Major employers Allegro, Asseco, Comarch, CD PROJEKT RED, Brainly, DocPlanner |
| Senior Engineer / Tech Lead | PLN 22,000 – PLN 35,000+ | Senior tech leadership in fintech, gaming, SaaS |
| Compliance Officer (Banking) | PLN 14,000 – PLN 22,000 | PFSA-regulated banking; AML/KYC roles in high demand |
| Marketing / Product Manager | PLN 12,000 – PLN 20,000 | Strong e-commerce and consumer brand sector |
| Senior Director / Country Manager | PLN 30,000 – PLN 70,000+ | Subsidiary leadership; 20-25% bonuses common in finance |
Salaries paid monthly by SEPA bank transfer in PLN, by the 10th of the following month (Article 85 Labour Code). Detailed Polish-language payslips (pasek wynagrodzenia) must show gross, all deductions (PIT, ZUS, health insurance, voluntary union dues, PPK pension), and net. Monthly DRA (Deklaracja Rozliczeniowa) plus RCA/RSA/RZA individual reports are filed with ZUS by the 15th of the following month. Annual PIT-11 to employees by end of February. 13th-month salaries are not legally mandatory in Poland but are common in public sector (mandatory for civil servants, teachers, judges, and military) and in many CBA-covered private-sector jobs (banking, energy, mining, manufacturing). Performance bonuses are widespread in IT, BPO, finance, and senior management roles. The Polish Deal reform of 2022 introduced the "PIT-0 for 4+ children" relief, and the "Zero PIT for under-26s" remains in force.
How Do Taxes and Social Contributions Work in Poland?
Poland requires both employers and employees to contribute to social security, and personal income tax is withheld at source by the employer.
Employee Income Tax
| Monthly / Annual Income | Tax Rate |
|---|---|
| Up to PLN 30,000 annual income | 0% (tax-free amount / kwota wolna od podatku) |
| PLN 30,001 – PLN 120,000 | 12% PIT (less PLN 3,600 tax-reducing amount) |
| Above PLN 120,000 | 32% PIT on the excess + PLN 10,800 (12% on first PLN 90k after exemption) |
| Solidarity tax (income above PLN 1 million) | +4% additional levy |
| Lump-sum tax on registered revenue (entrepreneurs) | 2%–17% depending on activity |
| Linear tax for entrepreneurs | 19% flat (alternative to progressive) |
| Capital gains, dividends, interest | 19% flat (Belgian tax) |
| Cap on social security base (2026) | PLN 282,600 annual limit on pension and disability contributions |
Social Security and Health Contributions
| Contribution Type | Employer | Employee | Total |
|---|---|---|---|
| Pension Insurance (Emerytalna) | 9.76% | 9.76% | Both share equal contribution; capped at PLN 282,600/year (2026) |
| Disability Insurance (Rentowa) | 6.50% | 1.50% | Employer carries the larger share; same PLN 282,600 cap |
| Sickness Insurance (Chorobowa) | — | 2.45% | Employee-only contribution; funds first 33 days sick pay handover to ZUS |
| Accident Insurance (Wypadkowa) | 0.67%–3.33% (avg 1.67%) | — | Employer-only; rate depends on industry and accident statistics |
| Labour Fund (Fundusz Pracy) | 2.45% | — | Employer-only; funds unemployment benefits and active labour-market measures |
| FGSP Insolvency Fund | 0.10% | — | Employer-only; protects wages on employer insolvency |
| Health Insurance (Zdrowotna) | — | 9% on post-deduction base | Employee-only; non-deductible since 2022 Polish Deal reform |
| Total Combined | ~20.48% | ~22.71% (incl. 9% health) | Cost-to-employer for PLN 4,806 minimum wage = PLN 5,790; net to employee ~PLN 3,605 |
Note: Contributions are calculated on gross salary up to a statutory ceiling where applicable. Rates are reviewed periodically.
What Are the Mandatory Employee Benefits in Poland?
All employees in Poland are entitled to statutory benefits under the labour code, and many employers add supplementary benefits to attract top talent.
| Mandatory Benefits | Common Supplementary Benefits |
|---|---|
| Paid annual leave | Private health insurance |
| Paid public holidays | Meal vouchers or allowance |
| Paid sick leave | Transportation allowance |
| Maternity and paternity leave | Performance bonuses |
| Social security coverage | Professional development budget |
| Health insurance | Flexible or remote work options |
| Pension contributions | 13th-month salary (some sectors) |
| Workplace safety protection | Stock options or equity |
How Do Termination and Severance Work in Poland?
Termination rules in Poland depend on the employee's tenure. The labour code strictly defines notice periods and severance pay.
Notice Periods by Tenure
| Length of Service | Notice Period |
|---|---|
| Probation under 2 weeks | 3 working days |
| Probation 2 weeks – 3 months | 1 week |
| Probation over 3 months | 2 weeks |
| Indefinite contract — under 6 months | 2 weeks |
| Indefinite contract — 6 months to 3 years | 1 month |
| Indefinite contract — 3 years or more | 3 months |
| Fixed-term contract | Same as indefinite — 2 weeks / 1 month / 3 months by tenure |
Severance Pay
| Years of Service | Severance Entitlement |
|---|---|
| Statutory severance (group/individual redundancy under 50+ employees) | 1 month (under 2 years), 2 months (2–8 years), 3 months (8+ years) — capped at 15× minimum wage |
| Termination by mutual agreement | By negotiation; commonly 1–6 months depending on tenure and seniority |
| Wrongful dismissal | Reinstatement OR 1–3 months wages compensation + back pay; Labour Court (Sąd Pracy) jurisdiction |
| Pre-retirement protection | Employees within 4 years of retirement age cannot be dismissed except for gross misconduct or employer insolvency (Article 39) |
Legal Grounds for Termination
Employment in Poland can be terminated by mutual agreement, voluntary resignation, the natural expiration of a fixed-term contract, just cause due to serious misconduct, or economic and organisational reasons, with proper notice.
Protected Categories
Poland labour law offers special protection against termination for pregnant employees, employees on maternity or paternity leave, employees on sick leave, and trade union representatives.
What Are the Work Permit and Visa Requirements in Poland?
Poland's immigration framework distinguishes EU/EEA/Swiss citizens (free movement, registration only) from Third Country Nationals who require a work permit. The Single Permit (Zezwolenie jednolite na pobyt i pracę) combines work and residence authorisation in one application.
| Permit Type | Purpose | Issuing Authority |
|---|---|---|
| EU/EEA/Swiss Free Movement | EU/EEA/Swiss citizens may work freely in Poland; no permit required; only registration of stay over 3 months | Voivodeship Office (Urząd Wojewódzki) |
| Type A Work Permit | For TCNs employed by a Polish employer; valid up to 3 years (renewable); requires labour-market test (information on demand) | Voivodeship Office |
| Single Permit (Zezwolenie jednolite) | Combined work + residence permit for TCNs; valid up to 3 years; processed in approximately 2 months | Voivodeship Office |
| Statement of Entrustment of Work (Oświadczenie) | Simplified employment for citizens of Armenia, Belarus, Georgia, Moldova, Russia, and Ukraine; up to 24 months | Local Labour Office (Powiatowy Urząd Pracy) |
| EU Blue Card | For highly-qualified TCNs; minimum salary 1.5x national average (PLN ~13,500/month, 2026); valid up to 3 years | Voivodeship Office |
| Pole's Card (Karta Polaka) | For ethnic Poles abroad; grants quasi-citizen rights including unrestricted work | Polish consulates |
Processing typically takes Single Permit: 2–4 months typical; Type A Work Permit: 1–3 months; Statement of Entrustment: 7–30 days; EU Blue Card: 30–60 days; EEA registration: 1–2 weeks. The EOR pre-screens job offers against Voivodeship Office criteria, prepares the dossier in Polish, and submits applications on the EOR's registration as the legal Polish employer., depending on documentation and administrative workload. Poland is a full EU member (since 2004) and Schengen Area member (since 2007), but uses the Polish Zloty (PLN) and is not in the Eurozone. EU/EEA/Swiss citizens enjoy free movement and right to work without permit; only registration of stay beyond 3 months is needed. The Posted Workers Directive applies for cross-border assignments. Bilateral social security agreements via A1 certificates with all EU/EEA states.
How Do You Hire in Poland Through an EOR?
The hiring process through an Employer of Record typically follows five clear stages, from candidate selection to ongoing compliance management.
| Step | Action | Responsibility |
|---|---|---|
| 1 | Identify and select the Poland candidate | Client company |
| 2 | Engage an EOR and sign a service agreement | Client + EOR |
| 3 | Issue a written Polish (official); contracts may be bilingual Polish + English/German, but the Polish text governs disputes; EU-law-aligned written contract required within 7 days-language contract | EOR (legal employer) |
| 4 | Register the employee with tax and social security | EOR |
| 5 | Process monthly payroll and maintain compliance | EOR |
Should You Set Up a Local Entity in Poland Instead?
For companies with significant long-term investment plans in Poland, establishing a local entity may be a viable alternative to using an EOR.
| Entity Type | Description | Best For |
|---|---|---|
| Spółka z ograniczoną odpowiedzialnością (Sp. z o.o.) — LLC | Most common form; minimum share capital PLN 5,000; 1+ shareholder; foreign founders welcome | Trading, services, technology, manufacturing |
| Spółka Akcyjna (S.A.) — Joint-Stock Company | Public or private; minimum share capital PLN 100,000; suitable for stock-exchange listing on GPW Warsaw | Larger enterprises, listed companies |
| Branch (Oddział) | No separate legal personality; foreign HQ has full liability; registered with KRS | Foreign banks, insurers, mid-size operations |
| Representative Office (Przedstawicielstwo) | Non-trading liaison only; no commercial activity permitted; simpler registration | Marketing, market research |
| Sole Proprietorship (Działalność gospodarcza) | JDG registration with CEIDG; full personal liability; popular with freelancers and consultants | Freelancers, consultants, small contractors |
| Branch via Employer of Record | Compliant hiring without setting up a Polish entity; the EOR is the legal employer for ZUS, PIT, and Labour Code purposes | Foreign companies hiring 1–50 staff in Poland without local entity |
Setting up a Polish Sp. z o.o. through KRS (National Court Register) typically takes 2–4 weeks for incorporation, plus 4–8 weeks for VAT registration, banking, ZUS employer registration, and (where applicable) sector licensing. Banking onboarding has tightened post-AMLD6 but is straightforward for bona fide foreign founders. The S24 online incorporation route can launch a Sp. z o.o. in 24 hours but requires standard articles.
EOR vs Local Entity vs Contractor — Which Is Right for You?
Comparing the three main hiring models helps you choose the right approach for your Poland workforce.
| Factor | Employer of Record | Own Legal Entity | Freelancer / Contractor |
|---|---|---|---|
| Setup Time | 5–10 business days from signed engagement letter to first compliant payroll cycle | Several weeks to months | Immediate |
| Setup Cost | Low | High | Very low |
| Compliance | Handled by EOR | Your responsibility | Misclassification risk |
| Statutory Benefits | Fully provided | Must manage yourself | Typically none |
| Control Over Staff | High | Full | Limited |
| IP Protection | Strong | Strong | Often weak |
| Best For | Small to medium teams | Long-term major presence | Short-term specialists |
What Common Hiring Mistakes Should You Avoid in Poland?
Companies new to hiring in Poland often encounter several common pitfalls. Misclassifying employees as independent contractors is a significant risk, as Poland has clear legal distinctions between the two, and reclassification can lead to penalties and back payments.
Failing to issue written employment contracts in Polish (official); contracts may be bilingual Polish + English/German, but the Polish text governs disputes; EU-law-aligned written contract required within 7 days is another frequent error, as verbal or foreign-language agreements may not be legally enforceable. Ignoring collective bargaining agreements in regulated sectors can lead to compliance issues, as can miscalculating social security contributions since rates and ceilings are periodically updated.
Skipping proper documentation of probation periods can inadvertently extend employee protections beyond what the employer intended. Finally, providing inadequate notice of termination or failing to follow proper dismissal procedures can expose companies to compensation claims and legal disputes.
Which Industries Are Hiring Most in Poland?
Several key industries drive Poland's labour market, each offering a distinct talent pool for international employers.
| Industry | Key Roles | Talent Highlights |
|---|---|---|
| Information Technology & Software | Software Engineer, DevOps Engineer, Data Engineer, ML Engineer, Solutions Architect, Cybersecurity Analyst, Cloud Architect, UX Designer | ~600,000 IT specialists |
| BPO & Shared Services | Customer Service Agent, Finance & Accounting Specialist, HR Operations, Procurement Specialist, Multilingual Support Agent, Process Improvement Manager | Largest BPO/SSC sector in Europe; ~440,000 employees; hubs in Kraków, Warsaw, Wrocław, Poznań, Łódź |
| Banking & Finance | Bank Officer, Credit Analyst, Compliance Officer (KNF), Risk Analyst, Wealth Manager, Quant Analyst, Treasury Specialist | PFSA-regulated; PKO Bank Polski, Pekao SA, Santander Polska, ING Bank Śląski, mBank, Millennium |
| Automotive & Manufacturing | Production Engineer, Industrial Engineer, Quality Manager, Supply Chain Manager, Lean Manufacturing Specialist, Maintenance Engineer | Major automotive cluster in Tychy, Gliwice, Poznań |
| Aerospace & Aviation | Aerospace Engineer, Avionics Engineer, Aircraft Maintenance Engineer, Production Manager, Quality Engineer, Stress Engineer | Aviation Valley (Dolina Lotnicza) in Rzeszów |
| E-commerce & Retail | E-commerce Manager, Digital Marketing Manager, Logistics Manager, Buyer, Supply Chain Analyst, CRM Specialist | Allegro (largest Polish e-commerce), InPost (parcel lockers), CCC, LPP (clothing), Eobuwie, Modivo |
| Energy & Renewables | Power Plant Engineer, Renewable Energy Engineer, Grid Engineer, Project Manager (PV/Wind), Mining Engineer (transition) | Strong coal heritage transitioning to renewables; PGE, Orlen, Tauron, Energa |
| Pharmaceuticals & Biotech | QA Specialist, Regulatory Affairs Manager, Clinical Research Associate, Microbiologist, Validation Engineer, Pharmacovigilance Officer | Polpharma, Adamed, Selvita, Ryvu Therapeutics, Mabion; growing CRO and clinical trials sector |
Are you an Employer of Record (EOR) provider looking to expand your reach in Poland?
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Poland is becoming an attractive destination for global hiring — making it a strong opportunity for EOR providers.
Disclaimer
This guide is provided for educational and informational purposes only. Poland's labour laws, tax rates, and social contribution percentages are subject to change. Always consult a qualified Employer of Record provider, local legal counsel, or certified tax advisor before making hiring or employment decisions in Poland.
Poland
Hiring in Poland requires a clear understanding of local labour laws, payroll obligations, and statutory benefits. Our country-specific guide for Poland helps employers navigate salary expectations, tax structures, ZUS social insurance contributions, working hours, leave entitlements, and termination rules under the Polish Labour Code.
Whether you're recruiting healthcare professionals in Warsaw, hospitality and IT staff in Kraków and Wrocław, or manufacturing and construction workers across Łódź, Poznań, Gdańsk, Szczecin, and Katowice, AtoZ Serwis Plus ensures every hire is fully compliant with Polish regulations.
From employment contracts and work permits to onboarding and ongoing HR support, we help you make data-driven hiring decisions and avoid costly compliance mistakes — so you can build a reliable, locally compliant workforce across all 16 voivodeships of Poland.
