Describe your agency, licence and source countries, and we will come back with questions about your screening process.
Gorzów Wielkopolski is one of two main cities of the Lubuskie (Lubusz) Voivodeship. It is also the seat of the voivode, the central government’s representative in the region, and of the Lubuski Voivodeship Office at ul. Jagiellończyka 8. Any recruitment agency partnership in Gorzów Wielkopolski must start with that arrangement. The Lubuskie Voivode decides Type A work permits for employers whose registered seat is in Lubuskie, and residence cases for non-EU nationals living anywhere in the voivodeship run through the office’s Foreigners’ Unit (Oddział Cudzoziemców) in Gorzów.
The other half of the regional picture sits about 100 kilometres to the south in Zielona Góra. The regional self-government, meaning the Sejmik and the Marshal’s Office of the Lubuskie Voivodeship, is based there at ul. Podgórna 7. The Voivodeship Labour Office (Wojewódzki Urząd Pracy) also has its main seat in Zielona Góra, with a branch in Gorzów. Recruiter partners who mix up the two cities send candidates or employers to the wrong building, or assume that a regional labour office decides permits when it does not.
Gorzów is a mid-sized city. The Powiatowy Urząd Pracy w Gorzowie Wielkopolskim publishes registered unemployment rates for the city and the surrounding Gorzów county, and the city’s rate sits both the Lubuskie and the national averages below, with the rural county somewhat higher than the city. The local labour market is therefore less tight than in the big metropolitan areas. Even so, employers here still turn to foreign worker recruitment for particular skills and for shift work that local jobseekers do not take up.
Check each point on the official websites before advising employers, because office arrangements change.
The practical result: an EU citizen living in Zielona Góra can register residence at the branch there, but a non-EU candidate living in Zielona Góra who applies for temporary residence deals with the office in Gorzów. Plan fingerprinting travel accordingly and warn candidates early.
Gorzów sits on the Warta River. The Polish Investment and Trade Agency (PAIH) lists the A2, A18 and S3 among the main roads serving Lubuskie, and the S3 expressway links the city north to Szczecin and south towards the A2. Lubuskie borders Germany, with nine border crossings according to PAIH, and Gorzów lies far closer to Berlin than to Warsaw. The main groups of activity follow.
The PAIH regional page for Lubuskie names automotive production as the region’s leading branch of industry, alongside wood processing and paper production. These are regional statements, not a list of plants in the city. Before describing a sector to candidates, confirm whether a specific job order concerns a site in Gorzów itself, in the surrounding county, or elsewhere in Lubuskie, where travel to Gorzów for residence matters takes longer.
Road access along the S3 makes warehousing and transport roles a realistic part of any Gorzów-area job order, but treat each request on its own facts: ask where the warehouse is, which shift system it runs, and whether forklift qualifications are required. Warehousing roles usually involve scanners, handling equipment, and rotating shifts, and sites on the city edge depend on transport arranged around shift times.
PAIH also lists wood processing and paper production amongLubuskie’ss main industrial branches. When an order comes from these fields, ask about the machinery, dust and noise conditions, protective equipment, and shift pattern, and confirm the exact town before briefing candidates.
PAIH names the Kostrzyńsko-Słubicka Specjalna Strefa Ekonomiczna as one of the two special economic zones covering Lubuskie. Partners should not describe a zone incentive or an investment announcement as evidence that jobs are open, and AtoZ Serwis Plus does not hold job orders because a company invests in Lubuskie.
With Berlin closer than Warsaw, candidates sometimes treat a Polish job in Gorzów as a stepping stone to Germany. Recruiter partners must correct this before any application is filed. A Polish work permit, a declaration or a Polish national visa authorises work in Poland only, and only for the employer and role it covers. It does not allow the holder to commute to a job across the Oder, or to move to a German employer later without separate German authorisation.
Candidates who reveal during screening that their real plan is to reach Germany are a retention risk for the employer and may later face problems with their own legal status. Ask candidates why they want to work in Gorzów specifically, what they know about the city, and how long they intend to stay.
Be honest with Gorzów area employers about what screening can and cannot achieve.
AtoZ Serwis Plus cooperates with recruitment agencies, overseas workforce suppliers and appropriately authorised immigration advisers on recruitment involving Poland. It has no office in Gorzów, does not act as the employer and does not advertise vacancies on this page. Each cooperation rests on a written agreement that fixes:
No candidate should pay anyone to be placed in a job in Gorzów. Employment agencies operating in Poland must be listed in the KRAZ register, and Polish law bars agencies from charging the people they place. Partners should also comply with their home-country licensing and fee rules.
Every job order needs the same checks, regardless of the employer's size. Before sourcing, partners and AtoZ Serwis Plus should establish:
A job order without a workplace address or a contract draft is not ready to be sourced.
Under the Act on the conditions for entrusting work to foreigners in Poland, work permit applications and declarations are filed only electronically through praca.gov.pl, and the labour market test no longer applies. The Lubuski Voivodeship Office states in its information bulletin that work permit proceedings are fully electronic, and paper applications are not considered.
The main routes are:
A visa-free stay in Poland does not allow citizens of Georgia, Colombia or Venezuela to work. Anyone already legally employed before the restriction took effect may continue under the existing terms until the visa-free stay ends, and all three nationalities can still be employed through the normal routes with an appropriate visa or residence permit. Visas issued for tourism, visits to family or friends, certain kinds of education or training, medical treatment, temporary protection or other purposes (unless issued on that basis to a Karta Polaka holder) do not allow work under a permit or declaration, nor does a Schengen visa from another Schengen state. The visa type has to match the job from the outset.
Entry is a separate question. A permit is not a visa. Most non-EU candidates need a national (D) visa from a Polish consulate, booked through e-Konsulat under rules that vary by consulate. Nobody can promise an appointment. For longer stays, the applicant files a temporary residence application, including the single permit for temporary residence and work, online through the MOS portal, then goes to the Lubuski Voivodeship Office in Gorzów for fingerprints.
Gorzów area role families differ, and so should screening.
Ask about the type of line, cycle times and quality checks the candidate has worked with. Check whether they are used to three-shift or continuous systems. For automotive supply work, ask whether they know basic quality documentation and whether they can read simple technical drawings.
Collect qualification certificates, including the issuing body and expiry date, and ask about processes and materials. Employers may run their own tests before confirming a hire.
Confirm experience with scanners and warehouse systems, and ask which forklift types the candidate has used. Qualifications from abroad may need confirming or renewing in Poland; get theemployer’ss position in writing.
Drivers need the right licence category and driver qualification (Code 95 or a qualification card). A non-EU driver doing cross-border runs for an EU haulier must also carry a driver attestation issued to the carrier. Licence exchange depends on the issuing country, so confirm it with the licensing office before promising anything.
Test language skills in a live interview and check diplomas where the employer requires them.
Hypothetical example: an employer in the Gorzów area asks for six CNC machine operators on a three-shift system. The partner screens for experience with specific control systems, records a short demonstration, and confirms each candidate accepts night shifts. AtoZ Serwis Plus passes the shortlist to the employer, which runs its own technical interview. No candidate is told that the job is secured until the employer confirms it in writing.
The national minimum wage is fixed by a Council of Ministers regulation and revised every year, with the new rate taking effect on 1 January. Employment contracts carry a monthly minimum, and certain civil-law contracts a minimum hourly rate; the ministry’s minimum wage page publishes the current figures. A job order must state gross pay, and that pay may be no lower than the minimum or than what Polish employees doing comparable work receive. The Labour Code sets a norm, not a cap, of 8 hours a day and 40 hours a week on average across the settlement period; overtime is allowed and attracts a supplement.
In a mid-sized city, offers in production and warehousing may sit closer to the statutory minimum than in large metropolitan areas. That makes the net figure, shift supplements and any deductions decisive for whether a candidate stays. Deductions for accommodation or other costs are only lawful within Labour Code limits, generally with the employee’s written consent. Give candidates a written breakdown of gross pay, expected net pay and deductions before they travel.
Inside the city, trams and buses are run by the municipal transport company Miejski Zakład Komunikacji w Gorzowie Wielkopolskim, and the city’s Department of Public Transport handles public transport matters. Its network includes tram lines and an extensive bus network with night lines. Many industrial and logistics sites, however, lie at the city edges or in neighbouring municipalities of Gorzów county, where public transport may be limited at shift change times. Ask employers whether they run shuttle buses, and check timetables against the actual shift hours.
Housing in Gorzów is generally easier to find than in the largest Polish cities, but employer-arranged shared accommodation still needs scrutiny. Ask who arranges it, the cost per person, the number of occupants per room, the distance to the workplace and whether the address can be used to register stay. Never tell candidates that accommodation or transport is free unless the employer confirms it in writing.
Where a workplace is in Kostrzyn nad Odrą, Witnica or elsewhere in the county, describe it as “in the Gorzów area” or by its own town name, not as “in Gorzów”.
Early departures are a recurring risk in Gorzów placements. Candidates who arrive with realistic expectations usually stay; those who were told a vague story about high pay or easy travel to Germany often leave within weeks. Each early departure costs the employer and can leave the worker without a valid basis for staying.
First, give every candidate a written job summary before the interview stage, including shift pattern, location, and a net pay estimate, and ask them to confirm they have read it. Second, agree with the employer and AtoZ Serwis Plus on who will check in with the worker during the first month and how problems will be reported. Third, record why workers leave so you can adjust screening for the next group.
Evasive answers are themselves information. Share what you learn with AtoZ Serwis Plus, so that the written job order reflects the real conditions on site rather than the headline offer.
Collect only what the current stage needs. For a first screening, a CV, contact details and evidence of relevant experience are usually enough. Passport copies, certificates and any police certificate an employer genuinely requires belong to later stages, once there is a confirmed job order and a provisional offer. This reflects the GDPR principle of data minimisation. Agree with AtoZ Serwis Plus how files are transferred, who can access them and when they will be deleted, and delete files of candidates who were not placed.
Before departure, each candidate should have the signed or draft contract in a language they understand, the workplace and accommodation addresses, a contact person, a written explanation of pay, and a plain statement that nobody can promise a permit, a visa or a consulate appointment. Explain that non-EU residence cases for all of Lubuskie are handled in Gorzów.
Before the worker starts, the employer sends a copy of the contract, in Polish, through praca.gov.pl, and the worker receives a version in a language they understand. Later duties depend on the route. With a declaration, the employer tells the county labour office through praca.gov.pl that work started within 7 days, reports a non-start within 14 days, and reports a worker who will not start or ends work before the declared end date. With a work permit ,,there is no start report, but the employer informs the Lubuskie Voivode within 7 days if the worker does not start work within the legal period, interrupts it for a long period, or ends it early. With the notification route, theemployer files the notificationd within 7 days of the first day. The employer always keeps a copy of the travel document.
Agree with AtoZ Serwis Plus in writing how welfare concerns and complaints are raised during a placement. Workers can seek advice from the State Labour Inspection, whose district inspectorate for Lubuskie is based in Zielona Góra at ul. Dekoracyjna 8 and has a branch in Gorzów at ul. Mościckiego 6. The Voivodeship Labour Office runs a Foreigners’ Integration Centre in Gorzów. Watch for warning signs: offers that promise work in Germany via a Polish permit, requests for candidates to pay for a job or a visa, offers without a workplace address, and contracts that change after arrival.
If your agency recruits production operators, metalworkers, warehouse staff or drivers and you want to discuss cooperation involving Gorzów Wielkopolski or the wider Lubuskie region, tell AtoZ Serwis Plus which countries you recruit from, what licence you hold and how you test skills. We will ask follow-up questions about your process and how you brief candidates on the German border question. Begin with the recruiter partner registration, and see the Poland recruiter overview for background.
Tell AtoZ Serwis Plus about your licence, source countries and role families, and we will reply with questions about how you screen and brief candidates.
It shares that role. The voivode and the Lubuski Voivodeship Office are in Gorzów Wielkopolski, while the Sejmik and the Marshal’s Office are in Zielona Góra. For recruiters, the Gorzów side matters most because non-EU residence cases from across Lubuskie and work permits for employers based there are handled in Gorzów.
For employers whose registered seat is in Lubuskie, by the Lubuskie Voivode, through the Department of Civic Affairs and Foreigners at ul. J—Jagiellończyk I Gorzów Wielkopolski. An employer based in another voivodeship, such as a Poznań company, applies to its own voivode even for a Gorzów site. Filing is electronic only, through praca.gov.pl.
The Foreigners' Unit of the Lubuski Voivodeship Office in Gorzów Wielkopolski. They handle residence cases for non-EU nationals across Lubuskie. The application is filed online through the MOS portal, and the applicant then attends in Gorzów for fingerprints.
Partly. An official recruitment notice for the branch at ul. Podgórna 7 lists applications concerning the residence of EU citizens among its work, so EU workers living in southern Lubuskie can register there. The Foreigners' Unit in Gorzów handles non-EU residence cases, including fingerprinting.
According to the voivodeship office’s bulletin, the unit at ul. Jagiellończyka 8 opens from 8:00 to 18:00 on Mondays and from 8:00 to 15:00 from Tuesday to Friday, with a separate information hotline. Check the bulletin for changes before visiting.
Its main seat is at ul. Wyspiańskiego 15 in Zielona Góra, with a branch in Gorzów Wielkopolski at ul. Kombatantów 34. It analyses the regional labour market and supports foreigners, but does not issue work permits.
The Powiatowy Urząd Pracy w Gorzowie Wielkopolskim, ul. Franciszka Walczaka 110, handles declarations and seasonal permits for employers based in the city and the surrounding Gorzów county. It has branches in Kostrzyn nad Odrą and Witnica. Filings are made electronically through praca.gov.pl.
The Powiatowy Urząd Pracy w Gorzowie Wielkopolskim publishes rates for the city and the rural county. The city’s registered unemployment sits below the Lubuskie and national averages, and the county’s is somewhat higher. These figures say nothing about specific vacancies.
Yes. The Voivodeship Labour Office runs a Foreigners’ Integration Centre in Gorzów Wielkopolski as part of a regional project, alongside another centre in Zielona Góra. Candidates can be told it exists, but partners should check the office’s website for current services.
PAIH names production for the automotive sector as the leading industrial branch in Lubuskie, alongside wood processing and paper production. Warehousing, transport and office roles also arise around Gorzów. Confirm the exact site and sector for every job order rather than relying on regional descriptions.
PAIH lists the Kostrzyńsko-Słubicka zone among the special economic zones covering Lubuskie, but it does not describe the exact subzones around Gorzów. Zone status or a new investment does not indicate open roles, and no job order follows from it.
No. Permits, declarations and Polish national visas cover work in Poland only, tied to the named employer and role. Taking a job in Germany, even as a daily commuter across the Oder, requires German authorisation. Say this to candidates before anything is filed.
Usually, warehousing around Gorzów typically means scanners, handling equipment, and rotating shifts, and sites on the city edge rely on transport timed to shift changes. Ask the employer for the shift system and forklift requirements in the job order, and check that candidates have worked comparable rotas before.
No. Seasonal permits cover only listed agricultural and horticultural subclasses and a few accommodation and food service activities. Warehouse, logistics, factory and construction work in Gorzów need a work permit, a declaration for eligible nationalities, or the notification route used by temporary protection holders and Ukrainians under the transitional rule.
Ask about line types, cycle times, quality checks and shift experience, and whether the candidate can read basic technical drawings. A short practical or video demonstration helps. Employers often run their own technical interview before confirming any hire.
Many do. Collect certificates with the issuing body and expiry date, and ask about processes, materials, and control systems. Employers may still test candidates themselves, so a certificate alone does not guarantee a contract. Ask which standards apply before sourcing.
Trams and buses inside the city are run by the municipal company Miejski Zakład Komunikacji w Gorzowie Wielkopolskim, with night bus lines too. Sites on the city edges or in surrounding municipalities may have limited service during shift changes.
Ask how many foreign workers it has employed, how many stayed beyond six months and who on site speaks a language they understand. A Gorzów employer that has not hired abroad before may still be a sound partner, but the answers show how much briefing and on-site support the first group will need.
No. Kostrzyn nad Odrą is a separate town in Gorzów county. Describe such a job by its own location or as being in the Gorzów area. Commute times and accommodation options change accordingly. The same applies to Witnica and other county towns.
Generally,i t is less pressured than in the largest Polish cities, but employer-arranged shared housing still needs checking. Ask about cost per person, room occupancy, distance to work and whether the address can be used to register your stay.
Production and warehouse offers in a mid-sized city like Gorzów can be nearer the statutory minimum than in the largest metropolitan areas. Net pay, shift supplements and deductions then decide whether a worker stays, so give candidates a written breakdown before travel.
The State Labour Inspection’s district inspectorate for Lubuskie, based at ul. Dekoracyjna 8 in Zielona Góra, which also runs a branch at ul. Mościckiego 6 in Gorzów Wielkopolski. Workers placed in Gorzów can raise questions about pay, working time or safety at the branch without travelling south.
That is agreed in writing between the partner, AtoZ Serwis Plus and the employer before departure. Name the person who contacts the worker in the first weeks, how problems are reported and how reasons for any early departure are recorded, so screening for the next Gorzów group can be adjusted.
The S3. PAIH lists it among the main roads serving Lubuskie, linking Gorzów north to Szczecin and south towards the A2. Road access makes transport and warehousing roles plausible in the Gorzów area, but each job order must still name the exact site and shift pattern.
Starosts may, with the voivode’s approval, set lists of occupations for which work permits are refused, and the Minister of Labour publishes a register. Check the register for the county of the employer’s seat and for the county where the work is done, which may both be Gorzów county.
No. AtoZ Serwis Plus has no office in Gorzów Wielkopolski, lists no vacancies on this page, and no job order should be inferred from it.Partners handle communicationd remotely, and a job order exists only when an employer confirms a specific role in writing.
Ask which machinery the candidate has used, whether they have worked with dust, noise and protective equipment, and which shift systems they know. PAIH names wood processing as a main Lubuskie industry, but each order must state whether the site is in Gorzów or elsewhere in the region.
A Gorzów employer can use a declaration only for citizens of Armenia, Belarus, Moldova or Ukraine, filed with the Powiatowy Urząd Pracy in Gorzów if the employer is based in the city or county. It lasts up to 24 months, work must start within six months, and it excludes board members, commercial proxies (prokurent) and partners representing a limited partnership.
No. Citizens of Colombia, Venezuela and Georgia may not work during a visa-free stay in Poland. However, anyone who had already started legal work before the restriction may continue on existing terms until that stay ends. They can still be employed in Gorzów through the normal routes with an appropriate visa or residence permit.
People with temporary protection, and Ukrainian citizens legally resident under the three-year transitional rule, can start work; after that, the employer notifies the county labour office through praca.gov.pl within 7 days. Partners should confirm on gov.pl how long temporary protection runs before proposing a long Gorzów placement.
Under the official list, visas issued for tourism, visits to family or friends, certain education or training, medical treatment, temporary protection, and other purposes (except for a Karta Polaka holder issued on that basis) do not allow work under a permit or declaration. Gorzów lies near the German border, but a Schengen visa issued by Germany or any other Schengen statedoes not give you theo right to work in Poland.
No. National visa appointments are booked through e-Konsulat, and each Polish consulate sets its own rules, some using queues or draws. No one can guarantee an appointment slot. Direct candidates to the relevant consulate’s page on gov.pl.
Up to three years. The voivode competent for the employer’s registered seat (for a Gorzów company, the Lubuskie Voivode) issues it, and it covers a specific employer and role. Changes to the job may require a new or amended permit.
A declaration costs PLN 400, a work permit for up to three months costs PLN 200 and a longer permit costs PLN 400, while a seasonal permit costs PLN 100. These are state fees paid by the employer, not recruitment fees, and candidates must not be charged them.
Yes. Citizens of EU and EEA states and Switzerland do not need a work permit for a job in Gorzów. For stays over three months, they register residence with the Lubuski Voivodeship Office in Gorzów or at its Zielona Góra branch, whichever is closer. Their employer should still confirm identity and nationality.
The ministry responsible for labour publishes them on its gov.pl minimum wage page. A Council of Ministers regulationsetss thenational ratey each year, effective 1 January, with a monthly minimum for employment contracts and an hourly one for some civil-law contracts. GCompare orzów production offers sgainst it.
Only within the limits of the Labour Code, which generally requires the worker’s written consent. The employer must explain the deduction before the candidate travels, along with the gross and expected net pay, so there are no surprises on payday.
Polish law sets a working time norm of 8 hours a day and an average of 40 hours a week over the settlement period. It is not a cap: overtime is permitted and paid with a supplement. Gorzów production lines often work in shifts, so the written job order should name the system in use.
No. Agencies may not charge the people they place in work in Poland, so no Gorzów candidate should pay to be placed. Your home-country rules may limit fees further, and any business-to-business fee between partners is set out in the agreement beforehand.
Look up the agency in KRAZ, the register of employment agencies, and check the company in KRS or CEIDG. Confirm what kind of agency services it is registered for. The KRAZ search is at stor.praca.gov.pl.
A legal employer name, a real workplace address, job title, contract type, gross pay, working time and shifts, start date, duration, accommodation details, the planned legal route and a draft contract in a language the candidate understands.
Usually just a CV, contact details and evidence of relevant experience. Passport copies and certificates come later, once there is a confirmed job order and provisional offer. Collecting less at the start reduces risk if a placement falls through.
Agree retention and deletion rules in writing with AtoZ Serwis Plus, keep files only as long as needed for their purpose or a legal duty, and delete files of candidates who were not placed. Use secure transfer methods throughout.
First, a Polish copy of the contract through praca.gov.pl before the start, with a version the worker understands. Then it depends on the route: a declaration needs a start report within 7 days and a non-start report within 14 days; a permit has no start report, but the voivode is told within 7 days of a non-start, long interruption or early end; a notification is filed within 7 days of starting.
Their contract terms in a language they understand, workplace and accommodation addresses, a contact person, a pay breakdown, that non-EU residence cases are handled in Gorzów, and that nobody can promise permits, visas or appointments. A short written summary helps them prepare.
Offers promising work in Germany through a Polish permit, requests for candidates to pay for a job or visa, job offers with no workplace address, promised permit timelines and contracts that change after arrival. Stop and verify bthese offers efore forwarding sthem
No. Hiring decisions belong to employers, permits to the voivode or starost, and visas to consulates. AtoZ Serwis Plus does not guarantee jobs, permits, visas or appointment slots, and partners should not suggest otherwise. Candidates should hear this plainly.
Not automatically. What is realistic depends on the legal routes open to each nationality and on employer requirements. Please tell us which countries you recruit from, and we will discuss each case on its merits.
Roles in sourcing and screening, how job orders are confirmed, communication with employers, business-to-business fees, payment timing, withdrawal scenarios and data handling. Nothing is assumed, and this page does not describe a fixed service package.
Zielona Linia publishes guidance on employing foreigners, and the EU Immigration Portal explains entry routes in several languages. For Lubuskie specifics, use the Lubuski Voivodeship Office bulletin and the Gorzów county labour office website, and check that each page is up to date.
Complete the recruiter partner registration with your licence details, source countries and the role families you cover. We will follow up with questions about your screening and candidate briefing. Registration starts a conversation, not a contract.
Appropriately authorised immigration advisers may enquire about cooperation, provided they hold the authorisation required in their own jurisdiction. Explain your role and authorisation when you register, and we will discuss how cooperation could work. Unregulated advisers should not apply.
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