Adwisen

Adwisen We are an experienced business service provider with our headquarters in Warsaw, Poland.

We offer professional legal, accounting, outsourcing, and business advisory services to support your company to invest and operate in the Polish market.

If you are looking to build brand awareness in Poland with a minimal local presence, a representative office could be th...
18/08/2026

If you are looking to build brand awareness in Poland with a minimal local presence, a representative office could be the perfect solution. Here is what you need to know before making your move:

📢 A representative office is strictly limited to advertising and promoting the foreign parent company and cannot conduct regular business activity.
🏛️ Registration is handled by the Ministry of Economic Development and Technology.
📝 Foreign corporate documents must be translated into Polish by a sworn translator and properly authenticated (via an apostille or legalization).
🏷️ The office must operate under the foreign company's original name with the mandatory added phrase "przedstawicielstwo w Polsce".
📊 You must hold a legal title to the local office premises and maintain separate accounting books in the Polish language.
⚠️ Any changes to the company's factual or legal status must be reported to the ministry within 14 days.
📅 The registration is valid for 2 years and must be extended during the final 90 days of this period to avoid being struck from the register.

💡 Thinking about a representative office, a branch, or a full subsidiary? Adwisen can help you choose the right path, prepare the filings, translate documents, and handle the process end to end. Get in touch with us!

🔗 Source: https://isap.sejm.gov.pl/isap.nsf/DocDetails.xsp?id=WDU20180000649

Recent legal changes introduce new rules and deadlines for Ukrainians holding temporary protection in Poland and the EU:...
14/08/2026

Recent legal changes introduce new rules and deadlines for Ukrainians holding temporary protection in Poland and the EU:

✅ Temporary Protection Extended in the EU

🔹The EU has extended temporary protection for displaced Ukrainians until 4 March 2028 under Council Implementing Decision (EU) 2026/1912, which entered into force on 5 August 2026.
🔹Temporary protection is now granted only to new applicants who can prove they have fulfilled their military obligations in Ukraine.
🔹This requirement does not apply to individuals who held temporary protection in an EU state before 30 July 2026 and maintained it continuously.

✅ UKR Status in Poland: 31 August 2026 Deadline

🔸Ukrainians who received a PESEL UKR number solely based on a declaration must confirm their identity with a valid passport by 31 August 2026.
🔸Failure to present a valid passport will result in losing UKR status and temporary protection in Poland starting 1 September 2026.
🔸Without a valid PESEL UKR status, foreigners will be unable to obtain a CUKR residence card.

📊 Current Statistics

In Poland: 950,900 Ukrainian citizens hold an active UKR status (47,000 new statuses granted in 2026).
Across the EU: 4.4 million Ukrainians hold temporary protection, including 1.15 million men of mobilization age.

⚠️ If you employ Ukrainian citizens, make sure to check if they need to update their documents before the end of August to maintain their legal status and right to work. 👇

Sources:
https://www.gov.pl/web/udsc/wazna-informacja-dla-obywateli-ukrainy-posiadajacych-numer-pesel-ze-statusem-ukr
https://www.gov.pl/web/udsc/przedluzenie-ochrony-czasowej-do-4-marca-2028-r

📢 Important news for employers: a new regulation published on 7 August 2026, drastically changes the employment rules fo...
11/08/2026

📢 Important news for employers: a new regulation published on 7 August 2026, drastically changes the employment rules for citizens of Colombia, Venezuela, and Georgia.

Here is what you need to know about the upcoming changes:👇

❌ No more visa-free work: Citizens of these three countries will no longer be allowed to work in Poland under the visa-free regime, even if they hold a valid work permit.

📑 Visas are mandatory: A proper visa is now strictly required if the purpose of the foreigner's arrival is employment.

⏱️ Fast implementation: The regulation enters into force just 14 days after its publication (on 21 August 2026).

🔄 Transitional rules: Individuals who started working before the regulation takes effect can continue under the old rules, but only until the end of their current legal visa-free stay.

🛡️ This systemic change was introduced to address security and public order concerns, preventing the high risk of individuals entering the Schengen area under the pretext of taking up employment. ⚠️ For companies hiring from these regions, this means an urgent need to verify current employment models and ongoing recruitment processes.

Source: https://dziennikustaw.gov.pl/DU/2026/1072

🚨 The amendment to the Labor Code regarding anti-mobbing, discrimination, and the protection of employees' personal righ...
07/08/2026

🚨 The amendment to the Labor Code regarding anti-mobbing, discrimination, and the protection of employees' personal rights has just been published. 📜

🗓️ The new rules take effect in just 3 months (5 November 2026). From that date, employers will have a 6-month transition period to adapt their internal anti-mobbing policies, discrimination procedures, and work regulations.

Main changes you need to prepare for:
📌 The definition of mobbing is now simplified to "persistent harassment," regardless of the perpetrator's intentions or whether it caused severe health issues.
📌 The minimum financial compensation for an affected employee has been raised significantly - to six times the minimum wage.
📌 Companies with at least 10 employees must establish formal rules and procedures to counteract mobbing.

But this 6-month window shouldn't just be about updating paperwork.

This is the perfect moment to check if your procedures actually work in the real world. Do your employees know how to report an issue❓ Are your managers ready to react properly❓ Is your company prepared to build a truly safe work environment, rather than just passing an inspection❓

⚠️ Leaving this until the last minute is a huge risk. You cannot build effective procedures overnight - they need real analysis, open conversations, and training tailored to your specific company culture.

The countdown is on. ⏱️ Will you use this time to drive real organizational change, or just to tick a compliance box?

It is going to be a busy few months! 💪

Source: https://isap.sejm.gov.pl/isap.nsf/DocDetails.xsp?id=WDU20260001046

Summer brings workations, training in warm destinations, and mixed-purpose trips. But from an accounting perspective, wh...
04/08/2026

Summer brings workations, training in warm destinations, and mixed-purpose trips. But from an accounting perspective, when can these expenses be recognized as tax-deductible costs? The tax office focuses on one main thing: a clear, direct link to your business operations.

Here is a balanced look at what can (and cannot) be treated as a company cost:

✅ Conferences & Training: Travel and accommodation are deductible, provided the topic matches your business profile.

💻 The Workation Trend: Renting an apartment or workspace in a resort can be a cost, but only if you can prove actual work happened. You must back this up with project logs, emails, or remote work schedules. Simply taking your laptop on holiday does not count.

🚗 Transport & Vehicles: Using a company car? You can deduct fuel (e.g., 75% for mixed-use), but the trip must have a legitimate business purpose. Kamper vans or yachts are possible to deduct, but highly scrutinized - they must genuinely generate revenue or serve as a mobile office.

❌ Family Companions: If an employee or owner brings their family on a business trip, the line is drawn clearly. Flight tickets, extra meals, or larger rooms for family members are strictly personal and non-deductible.

🍽️ Meals & Hotels: Hotel stays for business are deductible (though VAT on hotels generally cannot be deducted). Standard restaurant bills? Personal expense. Deduct them only if it is a documented business meeting with a client or covered by formal employee per diems.

The Golden Rule: The primary purpose of the trip must be business. Always gather solid supporting documents before handing the receipts to your accounting team! 👇

🚨 Focusing solely on work permits while neglecting data protection can lead to significant administrative fines. Employe...
31/07/2026

🚨 Focusing solely on work permits while neglecting data protection can lead to significant administrative fines. Employers must comply with the GDPR, the Polish Labor Code, and the 2025 Act on Entrusting Work to Foreigners.

Here are the most common compliance gaps to watch out for:

✅ Consents & Information: Candidates must receive your privacy policy upon data collection. Keep consents documented and never group "current" and "future" recruitment into a single checkbox.

🛂 Collecting IDs Too Early: Requesting passport scans at the CV stage may violate data minimization. ID documents should only be requested at an advanced stage of recruitment.

🛑 Discriminatory Job Ads: Stating nationality preferences violates equal treatment laws and opens the company to claims. Recruitment criteria must remain strictly objective.

📱 Storage & Sharing Risks: Keeping visa copies on private messengers or sharing candidate data with external agencies without formal agreements is a serious breach. Manage these documents strictly within secure HR systems.

📂 Data Retention Rules:
- Rejected candidates: Data may be stored passively for up to 3 years to defend against potential discrimination claims.
- Hired employees: Under the 2025 Act, you must retain copies of residence documents for the entire employment period, plus 2 years (counted from the end of the calendar year).

It is highly recommended to audit your recruitment processes and train your HR team to ensure full compliance. 👇

This Friday is a big day for corporate taxes in Poland. By 31 July 2026, the first group of enterprises must submit thei...
28/07/2026

This Friday is a big day for corporate taxes in Poland. By 31 July 2026, the first group of enterprises must submit their electronic accounting books in a structured format (JPK_CIT) for the 2025 tax year.

Who must submit it right now?
🏢 Tax Capital Groups (PGK).
📈 CIT taxpayers whose revenue exceeded €50 million in the previous year.

The Good News: If you are filing this year, recent legislative updates have made the process much more logical:

🗓️ The reporting deadline was extended from 3 to 7 months after the end of the tax year. It allows companies to submit the JPK_CIT based on fully approved financial statements, which significantly lowers the risk of data mismatches and future corrections.

✍️ The standard UPL-1 authorization is now sufficient to sign and submit these digital books. This means external accounting firms and tax advisors can handle the filing without generating additional paperwork.

Not in the €50M+ club? Do not scroll past! 🛑
This obligation will eventually apply to all other CIT and PIT taxpayers keeping full accounting books. Now is the time to audit your ERP and accounting systems to ensure your data is correctly mapped for structured reporting.

Is your financial software ready for the digital tax revolution? 👇

🏖️ With the holiday season at its peak, what happens if a sudden crisis hits your company while a crucial team member is...
24/07/2026

🏖️ With the holiday season at its peak, what happens if a sudden crisis hits your company while a crucial team member is on the beach? Under the Polish Labor Code, you can interrupt an employee's vacation - but only if you follow strict rules:

⚠️ Real Emergency: The recall is only legal if the employee's presence is absolutely necessary due to unforeseen events that could not have been predicted before the leave started.

📞 The "Right to Disconnect": Employees are not legally obligated to check work emails or answer company phones on holiday. For the recall to be valid, you must successfully reach them. A mere email to a private inbox might not be enough if they do not read it.

🛑 Binding Order: Once successfully notified, the employee must return. Ignoring this order can lead to severe consequences, including termination without notice.

💸 You Pay the Bill: The company is legally required to cover all direct costs caused by the recall. This includes non-refundable hotel deposits, new flight tickets, and even the travel expenses of the employee's family if the whole trip is interrupted.

🚩 Red Flag: Recalling an employee solely to hand them a termination notice is illegal.

Before making that phone call, make sure the crisis justifies the disruption and that you are prepared to cover the associated financial costs.

Source:https://isap.sejm.gov.pl/isap.nsf/download.xsp/WDU19740240141/U/D19740141Lj.pdf

🚨 The EU is changing the game. The AI Act is the world’s first major law regulating Artificial Intelligence, and if you ...
22/07/2026

🚨 The EU is changing the game. The AI Act is the world’s first major law regulating Artificial Intelligence, and if you use AI to manage people, you are now operating in a "High-Risk" zone.

🟢 Standard payroll tools are safe, but any software using AI to screen CVs, rank performance, assign tasks, or influence promotions and layoffs is officially "High-Risk". 🔴

Here is your HR compliance timeline:
📅 Aug 2024: AI Act entered into force.
🚫 Feb 2025: Prohibited AI practices banned (e.g., emotion recognition at work is now illegal).
⚠️ Aug 2026: Strict rules for all "High-Risk" HR tech apply.

By August 2026, if your company uses these high-risk algorithms, you MUST implement:
👤 Human Oversight: A human must monitor the AI and have the power to override its choices. A machine cannot have the final say.
📢 Total Transparency: Employees and candidates must be explicitly told they are being evaluated by an algorithm.
⚖️ Right to Explanation: If AI rejects a CV or denies a promotion, that person can legally demand to know how and why the bot made that choice.
💸 Massive Fines: Non-compliance can cost up to €35 million or 7% of global turnover.

It is time to audit your HR tools and map exactly where AI is making decisions in your company. 👇

☀️ Summer is here, and employees are increasingly asking to work from abroad. But is your company legally prepared for c...
17/07/2026

☀️ Summer is here, and employees are increasingly asking to work from abroad. But is your company legally prepared for cross-border remote work? 🌴

While it is a highly attractive benefit, employers must verify several critical legal and administrative areas before giving the green light:🚦
📝 Formal consent & location: Remote work from abroad requires formal, prior approval. The agreement must specify the exact address. Remember: a beach or a noisy café may not meet basic OHS (BHP) and data privacy standards. 🏖️💻
✈️ It’s not a business trip: If the workation is initiated by the employee, the company is not obliged to cover travel or accommodation costs like it would for a standard business trip. 🏨
🌍 The EU vs. non-EU Divide:
🇪🇺 Within the EU/EEA: You should secure an A1 certificate (or rely on the EU Framework Agreement) to keep the employee under the Polish social security system.
🛂 Outside the EU: The situation is complex. You should verify local immigration laws, as working on a standard tourist visa is often prohibited.
📊 Tax liabilities: Exceeding time limits (like the 183-day rule) can trigger local tax obligations and even create a risk of a foreign permanent establishment (PE) for your company. 🏢

🛡️ Don't let organizational flexibility turn into an uncontrolled legal risk. Implementing a clear internal workation policy is the safest way to manage these challenges.

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