{"id":3317,"date":"2026-03-02T14:44:13","date_gmt":"2026-03-02T13:44:13","guid":{"rendered":"https:\/\/euro-insurance.pl\/nieskategoryzowane\/ubezpieczenie-pracownika-z-ukrainy-wymagania-firmy\/"},"modified":"2026-03-02T18:37:08","modified_gmt":"2026-03-02T17:37:08","slug":"insurance-of-an-employee-from-ukraine-company-requirements","status":"publish","type":"post","link":"https:\/\/iarina028.supserv.cozmoslabs.com\/en\/poradnik\/ubezpieczenie-zdrowotne\/ubezpieczenie-pracownika-z-ukrainy-wymagania-firmy\/","title":{"rendered":"Insurance of an employee from Ukraine - company requirements"},"content":{"rendered":"
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What the employer must provide<\/h2>\n<\/p><\/div>\n
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Employing a Ukrainian citizen in Poland means not only legalization formalities, but also specific insurance obligations. In practice, employers most often ask about two things: whether Social Security and the National Health Fund are enough, and whether a private policy is additionally needed. This is important, because mistakes in reporting can result in problems when inspecting or when the employee accesses benefits.<\/p>\n

In this guide, we explain how the insurance of an employee from Ukraine<\/strong> With various forms of employment, which means Social Security versus a foreigner<\/strong> in the day-to-day handling of human resources and when it makes sense to health policy for an employee<\/strong>. We will also point out a practical checklist of documents and actions on the part of the employer.<\/p>\n<\/p><\/div>\n

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Social Security versus foreigners: rules and notifications<\/h2>\n<\/p><\/div>\n
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If you employ a Ukrainian citizen in Poland, as a rule, the same insurance rules apply as for an employee from Poland. The key is on what basis the work is performed and where it is actually performed. In most typical cases, when the work is performed in Poland, the employee is reported to the Social Insurance Institution (ZUS) and pays contributions, including health insurance.<\/p>\n

Thread employment contract insurance<\/strong> is the simplest: full-time employment creates an obligation for social and health insurance, and the employee gains access to services in the National Health Fund (provided that the conditions are met and the application is correct). In practice, it is worth remembering that formal access to services is sometimes verified in the system, so timeliness and correctness of applications are important.<\/p>\n<\/p><\/div>\n

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\ud83d\udca1 Tip<\/h4>\n

From the HR point of view, it is useful to separate two topics: mandatory insurance in Social Security (premiums) and additional protection in the form of a private policy. These are not \u201einterchangeable\u201d solutions.<\/p>\n<\/p><\/div>\n<\/p><\/div>\n<\/p><\/div>\n

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Employee health insurance: NHF or policy<\/h2>\n<\/p><\/div>\n
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Employee health insurance<\/strong> resulting from Social Security most often means the possibility of receiving care under the National Health Fund. For the employer, this is a basic and mandatory element with many forms of employment. At the same time, companies often have a need to \u201ecram in\u201d coverage, especially when an employee expects faster access to doctors or when they have language and organizational limitations.<\/p>\n

In such situations, a private health policy for an employee<\/strong> Or an employee medical package. These types of solutions do not replace Social Security, but can facilitate access to consultations and diagnostics. They are also often seen as a benefit that improves retention and reduces absenteeism, as the employee recovers faster.<\/p>\n

If you are considering this option, compare the \u201eNational Health Insurance vs. private\u201d approach in the guide: Private or National Insurance<\/a>. It is also worth counting the cost risk in the context of company events and budget, based on practical data from the section. treatment costs in Poland<\/a>.<\/p>\n<\/p><\/div>\n

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What a good policy should contain<\/h3>\n<\/p><\/div>\n
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The scope of the policy is selected according to real needs and working conditions. Insurance documents usually include terms such as \u201esum insured\u201d (limit of liability) and terms of protection, including exclusions. From the employer's point of view, what matters is the legibility of the document and the ability to quickly confirm coverage, for example, in the event of an inspection or at residency trials.<\/p>\n<\/p><\/div>\n

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