Work legalization for foreign nationals requires checking both the basis for employment and the employee’s residence situation. We help employers identify the appropriate route, prepare documentation and address changes in employment. An unexpired residence card alone does not answer every question about whether a person may perform a particular job.
Need assistance with this matter? Describe your situation and the support you are looking for.
Tell us about your matterWhat the service covers
Assessing the employment route
We review the information and documents provided against the proposed employment. The relevant route may involve a work permit, an applicable declaration procedure or another basis. A PESEL number does not itself establish permission to work.
Work Permit in Poland: Types, Requirements, and Legalization Procedures (2026 Guide)
Employer documentation
We help prepare the documents and information needed for the identified procedure. We consider consistency between the employee’s details, position and working conditions. The scope of electronic submissions and representation is agreed for the individual matter.
Changes during employment
We assess the significance of reported changes for the employee’s work authorization. This may concern a new employer, different conditions or continued employment. Our assistance identifies required action rather than automatically certifying that the changed arrangement is lawful.
Connecting work and residence matters
Where the employee also needs residence assistance, we identify that separate scope. The employer and the individual may have different responsibilities. These are distinguished before agreeing the work to be undertaken.
Who we help and where the scope ends
A work permit and permission to stay serve different purposes
Whether you are hiring your first foreign employee or coordinating several recruitment processes, the starting point is the person’s citizenship, documents and proposed working arrangements. A candidate already employed elsewhere may still require a separate assessment before joining your company.
This service can help if:
- Employers hiring internationally. You need to understand the relevant employment route and employer-side obligations before treating a candidate’s documents as sufficient.
- HR teams handling multiple cases. Different employees may have different residence and work entitlements. A single checklist may not capture those differences.
- Companies changing working arrangements. A change of employer or employment conditions can affect the next steps. Existing authorization should not be assumed to transfer automatically.
What requires a separate scope
This service concerns the immigration formalities associated with employing a foreign national. It does not replace the individual’s residence proceedings, payroll administration or wider corporate advice. Ongoing HR support and document monitoring are separate services.
Guides provide background information rather than an individual agreement on assistance. An engagement does not automatically include every action mentioned in an article. If you also need tax, corporate or accounting support, identify that separately. Such needs require confirmation of the appropriate specialist and the terms on which any additional work would be undertaken.
Common risks and misunderstandings
| Area | The risk | Our approach |
|---|---|---|
| Outdated information | A new document or changed circumstance has not been reported. | Provide current information before further steps are agreed. |
| Unclear scope | One service is assumed to cover every related formality. | We distinguish commissioned work from tasks requiring a separate agreement. |
| Expected outcome | Assistance is treated as a guarantee of an authority’s or provider’s decision. | We do not guarantee decisions. Client participation and the requirements of the matter remain relevant. |
How the working arrangement is organized
| Stage | Work involved | What this means for you |
|---|---|---|
| Understanding the matter | We review the stated need and identify which documents are relevant to further assessment. | You can distinguish facts requiring clarification from documents that are not yet needed. |
| Agreeing the scope | We discuss the work included and the responsibilities of the client and other participants. | You can distinguish the main service, additional work and external-provider charges. |
| Carrying out agreed work | We undertake the commissioned tasks on the basis of supplied information and the applicable requirements. | The assistance has a defined scope; tasks requiring your participation remain your responsibility. |
| Further developments | Changed circumstances or new documents may require assessment and a separate agreement on further action. | Completion of one task is not confused with automatic completion of every related matter. |
An outline of the working arrangement, not an authority’s decision timetable or a guaranteed completion schedule.
What to prepare before discussing your matter
For your first contact, prepare a brief account of the situation. For this service, useful information includes: the employee’s citizenship, current documents and expiry dates, proposed position, employment conditions and any previous employment in Poland.
You do not need to send an entire file or the personal data of everyone involved with the first enquiry. The relevant documents and the way to provide them should be established first. Mention any official request, known deadline or earlier decision in your description. Providing a desired date does not create a promise that the work can be completed by then.
Why CGO Mobility
CGO Mobility assists foreign nationals, employers and HR teams. We consider the individual matter alongside its implications for employment or practical arrangements in Poland. We do not assume that every person needs a complete package of services. The scope should match the identified need, with tasks requiring a separate engagement clearly distinguished.
This page describes the possible scope of assistance rather than an individual assessment of your documents. Where a matter involves additional issues, the included work and any separate support need to be identified. Further information is available on how we work.
Frequently asked questions
Does a residence card alone establish the right to work?
Not necessarily. The basis of residence, access to the labour market and the conditions of the particular job all matter. These factors need to be considered together rather than relying on the card’s expiry date.
Can a new employer rely on the previous employer’s permit?
Do not assume that authorization transfers. A change requires an assessment of the existing documents and proposed employment. That assessment determines whether a new document, an amendment or another step is relevant.
How is the cost of assistance determined?
Financial terms depend on the matter and the work to be agreed. Professional fees are separate from official charges, translations and external-provider costs. An enquiry is not a promise of a free consultation or a binding quotation.
Can you guarantee a deadline or outcome?
We do not guarantee official decisions or the decisions of other providers. The work that can be undertaken depends on the documents, the client’s participation and the requirements of the matter. Mention any known deadline at the outset so that the circumstances can be assessed before agreeing assistance.
Related services and information
Tell us whether you are contacting us for yourself or on behalf of a company. Describe the assistance you need, the stage of the matter and the important circumstances. If you are seeking ongoing company support, mention that in your enquiry.