Employer-Provided Accommodation in Poland — What Temp Workers Need to Know

Many temporary workers arriving in Poland — especially from Ukraine, Belarus, and other countries — use accommodation arranged by the staffing agency or employer. This is convenient, especially at first, but it's important to know your rights and understand what can be deducted from your salary.

What is employer-provided accommodation?

Employer-provided accommodation (Polish: zakwaterowanie pracownicze) is a flat or room provided by the employer or staffing agency to a worker as part of their employment terms. For temp workers, this is a common arrangement — the agency may provide shared accommodation (hostel, workers' dormitory) or a private flat.

What documents should you receive?

• Rental or loan agreement — you should sign a written accommodation agreement, separate from your employment contract
• House rules — rules for shared spaces, quiet hours, etc.
• Information about charges — a clearly stated amount to be deducted from your salary or paid separately

If you haven't received any document — ask for written confirmation of the accommodation terms.

What can be deducted from your salary?

The employer or agency can deduct accommodation costs from your salary, but only if:

• You have given written consent to this
• The deduction will not reduce your salary below the legal minimum (from 2026 — PLN 4,666 gross per month)
• The deduction amount is agreed in advance and clearly stated in the documents

A typical cost for a place in a workers' hostel is PLN 300–800 per month, depending on location and standard.

Your rights as a resident of employer accommodation

• Right to decent conditions — the premises must be in working order, heated in winter, and have running water
• Right to privacy — the employer cannot enter your room without notice (exception: emergency, safety threat)
• Ban on tying employment to accommodation — the employer cannot make your job conditional on living in their accommodation
• Right to terminate — if you want to leave the accommodation, a 1-month notice period usually applies

What to do if conditions are inadequate?

1. Report the problem to your agency coordinator or direct supervisor (in writing — SMS or email)
2. If the problem is not resolved — file a complaint with the State Labour Inspectorate (PIP): pip.gov.pl
3. For sanitary issues (mould, damp, no heating) you can also contact the Sanitary-Epidemiological Station (Sanepid)
4. If conditions are a health hazard — you may immediately vacate and terminate the accommodation agreement

Using the address for registration purposes

You can register your accommodation address as a temporary address (meldunek) at the local municipal office. This matters because:

• A registered address is needed to obtain a PESEL number
• It is required when applying for a Temporary Residence Card (TRC)
• It simplifies official correspondence

Your employer/agency is obliged to provide you with the full address so you can register.

What does Nexflow provide?

Nexflow helps new workers find suitable accommodation close to the workplace. If you have questions about your accommodation or want to report a problem, contact your Nexflow coordinator — we are on your side.

Summary

Employer accommodation is a convenient solution when you start, but it's important to know your rights. Remember: accommodation costs cannot be deducted without your written consent and cannot reduce your salary below the legal minimum. If problems arise — don't wait, report them to your coordinator or contact PIP.