Need workers?
We find people for a specific post and shift. With foreign workers we handle the papers and track the deadlines; legal liability stays with the employer.
Since 2023about 2,000 people placed in workKRAZ 29795KRS 0001031454
The first call and the quote commit you to nothing.
People now
We have candidates whose papers are ready. For a simple post the first people start within days. If someone does not turn up, we look for a replacement the same day.
Tell us who you need → You already employ foreign workersA review of the papers
We go through the whole team: what expires, what is missing, where a notice deadline has passed. Before an inspection, not after one.
See what we check →Who we find
We recruit for posts where presence and reliability matter more than a diploma. Candidates are Poles, Ukrainians and people from other countries, each with a checked basis for work.
Two ways to work with us: recruitment or temporary work
We can find people for you to hire yourself, or employ them ourselves: our entry in the register of employment agencies (KRAZ, no. 29795) covers temporary work too. In that case the worker does the job at your company, and WNR is the employer.
Direct hire
- Your company signs the contract with the worker.
- Your company pays the wages.
- For foreign workers, the permit paperwork and notices to the authorities go in your company's name; we prepare and send them for you.
- Your company provides health and safety at work.
- Your company keeps the working-time records.
Temporary work
- WNR signs the contract with the worker.
- WNR pays the wages.
- For foreign workers, WNR files the permit paperwork and notices, and your company is named in them as the user employer.
- Your company provides health and safety at work.
- Your company keeps the working-time records.
Who is responsible for what
- WNR signs the contract with the person sent to you: a fixed-term employment contract or a civil-law contract.
- WNR pays the wages and pays social security contributions (ZUS) as the payer.
- Your company sets the tasks and checks how they are done.
- Health and safety at work (BHP) stays with you: a safe workstation, training, work clothing and protective equipment.
- Your company keeps the working-time records, on the same rules as for your own staff.
Limits and foreign workers
- One person can work for one company for at most 18 months within any 36 consecutive months.
- When the worker covers for an absent employee, the limit is 36 months of continuous work.
- Your company keeps the record of work periods, so switching agencies does not reset the limit.
- WNR employs the foreign worker, and your company is named in the work permit or the declaration (oświadczenie) as the user employer.
- Applications, declarations and notices to the authorities are filed by WNR.
When the assignment ends, you may hire the worker yourself. A clause in the agency contract forbidding that would be void.
The details are in our guide: the 18-month limit and who does what.
What we take on with foreign workers
The party entrusting the work is liable for doing so lawfully, and the foreign worker for working lawfully. That is why we watch these dates as if they were ours.
Deadlines you cannot miss
The first two apply to a declaration entered in the register (art. 70 of the Act of 20 March 2025 on the conditions for entrusting work to foreigners):
- Notice that work has started: 7 days from the start
- Notice that work has not started: 14 days from the date in the declaration
- Single permit, lost job: the company notifies the voivode within 15 days, the worker within 15 working days
- A copy of the contract in Polish, sent electronically before work begins
- Keeping the documents: 2 years from the end of the year in which the contract ended
What the company risks without it
- Inspections are run by the Labour Inspectorate and the Border Guard
- Fine for unlawful employment: from 3,000 to 50,000 zł
- At least 3,000 zł per foreign worker, not per incident
- For offences under art. 84 of that Act, the labour inspectorate or the Border Guard may issue a fixed penalty of up to 10,000 zł; a higher fine, up to 50,000 zł, is for a court
- A late notice that work has or has not started: from 500 to 5,000 zł
A late notice alone can bring a fine, even without bad faith. That is why we keep a calendar of dates for your whole team.
How working together looks
What to prepare before the call
The more of this you know upfront, the sooner we can name a date and a price. Whatever you do not know, we work out together.
About the post
- How many people and for what post
- The address of the workplace and how to get there
- Shifts: hours, days of the week, weekend work
- The rate and the form of employment
- The level of Polish required, if the post needs it
About the company
- Tax and statistical numbers, the activity code
- The person who signs the documents and their details
- Whether you already employ foreign workers and on what basis
- Whether there has been an inspection and what it left behind
We do not need candidates' personal data or scans of documents at this stage, and we do not ask for them.
What you will not find here
What employers ask
How much does it cost?
It depends on the post, the number of people and whether residence work is needed. That is why we do not publish a price list: a figure named in advance would not fit your case anyway. We give the quote after a short call and do not change it along the way.
How fast will I get people?
For a simple post with candidates whose papers are ready, days. If residence work is needed, the timing depends on the office rather than on us, and we say so at once instead of promising a date.
Who employs the worker, you or us?
We settle that at the start, because the duties follow from it. With placement your company signs the contract while we prepare the papers and watch the dates. Tell us which arrangement interests you and we will set out who carries what.
What if a worker does not turn up?
We look for cover and tell you the same day. We do not go quiet and we do not pretend it will sort itself out. If absences repeat, we replace the person.
We already employ foreign workers. Will you check the papers?
Yes, that is a separate service. We go through the whole team's documents, list what expires and in what order, and show where a notice deadline has passed. Better that we find it ourselves before an inspection than an inspector does.
What a worker actually costs
Gross pay is not the whole story: the employer adds contributions on top. The calculator shows the cost of a worker on an employment contract at your rate, without the agency's fee.
An indicative calculation for an employment contract and the basic accident rate; it is not an offer under the Civil Code. Holiday, sick leave and HR administration come on top — with agency work we take care of that.
What it costs an employer
We will not name one figure in an advert: it depends on how many people and how much paperwork. But the rules we count by are the same for everyone.
Six questions where it is easy to get it wrong
Short answers with deadlines and amounts. Where we are not certain, we say so.
The permit says “warehouse worker”. Can we move him to the production line?
Not permanently: the permit names the post, and different work needs the document changed. For occasional cases the law allows an exception for a limited number of days a year, with no drop in pay and after notifying the office. Whenever it comes up we tell you whether you fit the exception before the person walks onto another shop floor.
The worker has a passport stamp or a certificate confirming the application. Is that enough to hire?
No: the stamp, or the MOS certificate for applications filed since 27 April 2026, confirms lawful stay until the decision, but neither document grants a right to work. The person may work if they had the right to work immediately before filing: a declaration, a permit or an exemption. With a declaration or permit the work continues for the same employer and on the same terms. It is an easy mistake to make, and work without a legal basis ends in a fine.
Must we translate the contract if the worker understands some Polish?
Yes. The rules require the contract to be given in a language the person understands before signing. “Understands some” is not a criterion. We prepare bilingual contracts and declarations so that this duty does not sit on you.
Can packing or unloading be settled under a contract for specific work?
It is not worth it. For repetitive work the social security office or the labour inspectorate may treat such a contract as a mandate contract or an employment contract, and contributions are then due backwards. The risk sits with the client, not the contractor. We say so at the first meeting, because it is the costliest of savings.
Will you guarantee the voivode issues the card in six weeks?
No, and nobody honest will. The office's timing is not in an agency's hands: the statute speaks of 60 days counted from an application with no gaps and a complete set of documents, and in practice it runs longer. We promise a set with no formal defects. We answer the office's requests within the deadline if you get the documents to us in time.
How do we check that a candidate's residence card is genuine?
A copy of the residence document must be made and kept in the personnel file for the whole period of employment — that is the employer's duty. We check documents before referral: number, validity, the labour-market annotation and whether it matches the ground of stay. A doubtful document goes back before anyone enters the floor.
Send your request
A few sentences are enough. We call back during office hours and ask the rest ourselves.