--- title: "Poland" id: "15275" type: "employer-of-record" slug: "poland" published_at: "2025-08-12T13:33:15+00:00" modified_at: "2026-08-19T12:49:11+00:00" url: "https://topsourceworldwide.com/employer-of-record/poland/" markdown_url: "https://topsourceworldwide.com/employer-of-record/poland.md" taxonomy_continent: - "Europe" --- # Employer of Record in Poland Employ talent in Poland without a local entity — ZUS social contributions, PIT income tax, PPK auto-enrolment and Labour Code compliance handled by local specialists. [Get Started](https://topsourceworldwide.com/contact-us/) ## Why hire in Poland through an EOR Poland is Central Europe’s largest talent market — a deep pool of IT, finance and engineering professionals at employer costs 50-70% below Western Europe. The complexity sits in the ZUS contribution stack, the employment-vs-civil-contract distinction, PPK auto-enrolment and the Labour Code. Through an EOR, all of it is already running. ### No entity required Employ staff in Poland, and 180+ other countries, without registering a Polish sp. z o.o. or maintaining a local presence. ### ZUS contributions handled Employer ZUS runs to roughly 19.48-22.14% of gross (pension, disability, accident, the Labour and Solidarity Funds and FGŚP). We apply the correct accident rate for your headcount and activity group, and remit to ZUS by the 15th, every month. ### Compliant contracts, not misclassification Poland sharply distinguishes employment contracts (umowa o pracę) from civil-law contracts. We issue proper Labour Code employment contracts, so there’s no misclassification risk. ### PPK auto-enrolment managed The Employee Capital Plans (PPK) scheme auto-enrols eligible employees aged 18 to 54, with the employer contributing 1.5% of gross. We handle enrolment, contributions and opt-outs — including the next automatic re-enrolment round in 2027. ### Working in days, not months We register the employment before day one — your hire can be working in Poland in days, while an entity setup would still be weeks away. ## Hire in Poland without setting up an entity Poland is Central Europe’s powerhouse hiring market: a large, highly skilled workforce — especially strong in IT, finance, engineering and shared services — at employer costs 50-70% lower than Western Europe. But Polish payroll has real depth. Employer ZUS social contributions run to roughly 19.48-22.14% of gross (the accident-insurance portion varies by employer size and activity group); Poland draws a sharp legal line between an employment contract (umowa o pracę) and civil-law contracts, with misclassification risk attached; the PPK auto-enrolment pension adds an employer contribution; and the Labour Code sets firm rules on leave, notice and working time. The minimum wage is PLN 4,806 a month from January 2026. An Employer of Record removes all of it: TopSource employs your Polish hires with ZUS calculated at the correct accident rate and remitted on time, proper Labour Code employment contracts issued, PPK auto-enrolment managed, PIT withheld with the tax-free amount applied, and every Labour Code entitlement handled. Hire into Poland fast and compliantly. [Talk to our Poland team](https://topsourceworldwide.com/contact-us/) ## Calculate Your Employee Costs in Poland Enter a gross salary to see the full monthly cost of a hire in Poland — employer ZUS, PPK and the employee’s PIT gross-to-net included in your total spend per employee. ##### Employment Cost Calculator *Indicative figures only and not definitive legal advice. Local regulations change frequently. [Consult an expert](/contact-us) ##### Poland Annually Monthly | | British Pound | Poland | | --- | --- | --- | | Base Salary (per month) | | | | Employer Contributions | | | | Total Cost (Annual) | | | | Total Cost (Monthly) | | | Employer of Record services in [Learn more](#) Payroll Outsourcing in [Learn more](#) ## How EOR in Poland works: the process through TopSource Step 1 ### Confirm the role and structure We agree the position, salary and benefits with you, confirm the correct ZUS accident rate for the sector, and check PPK and PIT-2 (tax-free amount) treatment. Step 2 ### Issue a compliant contract Your new hire receives a proper Labour Code employment contract (umowa o pracę) in Polish, with probation, notice, leave and ZUS/PPK details clearly set out. Step 3 ### Register the employment We register the employee with ZUS within 7 days of the start date — a strict requirement — and enrol them in PPK where eligible. Step 4 ### Run payroll in PLN We calculate salary, employer ZUS (~19-22%), deduct the employee’s ZUS and 9% health contribution, withhold PIT (12%/32%) with the tax-free amount, and handle PPK — remitting to ZUS by the 15th of the following month. Step 5 ### Support the relationship day to day Your account manager and the employee both have a direct line for contract questions, leave, PPK and PIT-2 queries and anything else that comes up. ## Know your Poland hiring costs before you commit Tell us the role and salary — we’ll send back the full Polish employment cost, ZUS, PPK and gross-to-net included, within one business day. [Get a Custom Employment Quote](https://topsourceworldwide.com/contact-us/) ## Employer Costs in Poland at a Glance ~20% Employer ZUS social contributions on top of gross PLN 4,806 Monthly minimum wage from 1 January 2026 26 Statutory annual leave days (after 10 years' service) ## Employer Costs in Poland Explained Poland offers Western-European talent at Central-European cost. Employer ZUS social contributions run to roughly 19.48-22.14% of gross salary (pension 9.76%, disability 6.50%, accident 0.67-3.33%, the Labour and Solidarity Funds 2.45% and FGŚP 0.10%), plus PPK at 1.5% where the employee participates. Employees pay ~13.71% ZUS, a 9% health contribution and PIT income tax (12% up to PLN 120,000, 32% above), all withheld. The minimum wage is PLN 4,806 per month. As a planning rule, total employer cost is about 1.20 times gross. Here’s the breakdown. #### Employer ZUS contributions (~19-22%) The main employer cost is ZUS (Zakład Ubezpieczeń Społecznych) social insurance, totalling roughly 19.48-22.14% of gross salary on top of pay. It breaks down into pension insurance (9.76%), disability insurance (6.50%), accident insurance (0.67-3.33%), the Labour Fund and Solidarity Fund (2.45% combined) and the Guaranteed Employee Benefits Fund, FGŚP (0.10%). The accident rate is not a matter of sector alone: an employer registering up to nine insured people pays a flat statutory 1.67%, while one with ten or more is assigned an individual rate from its PKD activity group and ZUS IWA data — low-risk office, IT and professional-services employers sit near the 0.67% floor. The rate is reset every year on 1 April. Pension and disability contributions stop once annual earnings reach PLN 282,600 in 2026 (30x the projected average salary). As a working rule, multiply gross by about 1.20 to get total employer cost — a PLN 8,000 gross salary costs roughly PLN 9,640 before PPK. Contributions are due to ZUS by the 15th of the following month for employers with legal personality, such as a sp. z o.o. #### Employee deductions, PIT and the tax-free amount On the employee side, ZUS deductions of about 13.71% (pension 9.76%, disability 1.50%, sickness 2.45%) come out of gross, followed by a 9% health insurance contribution, then personal income tax (PIT). PIT is progressive: 12% on income up to PLN 120,000 a year and 32% above that, with a tax-free amount of PLN 30,000 a year (worth PLN 300/month in reduced withholding) applied when the employee files a PIT-2 declaration. Employees under 26 pay no PIT at all on employment income up to PLN 85,528 a year, applied automatically by the employer without the employee having to claim it. Note that the 9% health contribution has not been deductible from tax since 2022. We apply the correct reliefs so net pay is right — and Poland’s relatively low effective tax on middle incomes is part of what makes it attractive to talent. #### PPK: workplace pension auto-enrolment Employee Capital Plans (Pracownicze Plany Kapitałowe, PPK) is Poland’s workplace savings scheme. Employees aged 18 to 54 are automatically enrolled (those aged 55 to 69 can join on request, and participation closes at 70), with the employer contributing a minimum of 1.5% of gross remuneration and the employee 2% — both can add more, up to a further 2.5% and 2% respectively — plus state top-ups of a one-off PLN 250 welcome payment and PLN 240 a year. Employees can opt out but are automatically re-enrolled every four years, so participation drifts upward over time. The next auto-enrolment round falls in 2027: employers must notify by 28 February and contributions restart on 1 April unless the employee opts out again. Because it sits on top of the ZUS stack, PPK adds to the true cost of a participating employee — something first-time employers in Poland often miss. We manage enrolment, contributions, opt-outs and re-enrolment within payroll. #### Contract types, leave and the Labour Code Poland draws a sharp legal distinction between a full employment contract (umowa o pracę), which carries Labour Code protections and the full ZUS stack, and civil-law contracts (umowa zlecenie / umowa o dzieło), which are cheaper but tightly restricted — using a civil contract for what is really employment is misclassification. Article 22 of the Labour Code makes the relationship employment regardless of what the parties call the contract, and substituting a civil contract carries a fine of PLN 1,000 to 30,000 on top of reclassification and back contributions. Under the Labour Code, statutory annual leave is 20 days rising to 26 days after 10 years of service — and education counts toward that threshold, a university degree being worth 8 years, so most graduate hires reach the full 26 days after roughly two years of work. Paid public holidays come on top. Notice periods and termination are regulated and scale with tenure. As the employer of record, we use proper employment contracts and apply every Labour Code entitlement correctly. ## EOR or entity setup: which one fits your Poland plan? Registering a Polish sp. z o.o. is quick on paper — the online S24 route reaches the KRS register in one to three business days. Becoming an operational employer is the slower part: VAT registration, a Polish bank account for a foreign parent, ZUS payer registration and payroll setup commonly take four to eight weeks together. And the lasting cost is what comes after — Polish statutory accounting, the accident-rate classification, contract-type compliance, management board liability, and the expense of winding the entity down if plans change. An EOR makes sense while you’re testing the market or hiring a first team — especially IT and shared-services talent; your own entity usually makes sense once Polish headcount and permanence justify the overhead. ### Consider an EOR if you’re: 1. Hiring your first one to five people in Poland 2. Building an IT, finance or shared-services team fast 3. Testing the Polish or wider CEE market before committing to a company 4. Working to a hiring deadline measured in weeks, not months [Get a cost comparison](https://topsourceworldwide.com/contact-us/) ## Why TopSource for Employing in Poland TopSource for Employer of Record, global payroll or any other of our services represent a simpler, more reliable and transparent option. We don’t hide fees or sneak price increases. We don’t lock you in for employees you don’t use. But we do give you a dedicated point of contact, available on the phone so you get answers fast — including on the questions Poland raises constantly, from the correct ZUS accident rate to PPK auto-enrolment and the employment-vs-civil-contract distinction. We blend HR advisory with in-market expertise, and we stay flexible around the needs of your business. [EOR Services](https://topsourceworldwide.com/employer-of-record/) [Poland Payroll](https://topsourceworldwide.com/global-payroll/poland/) > “Their expertise and understanding of the unique hiring, payment, and human resource practices in each country has been nothing short of outstanding. Our Client Success Manager, has done just that … ensured our success. Her availability and willingness to engage on a personal level has made all the difference.” Director of Research Operations, > “Excellent service, especially from our account manager who has gone above and beyond to help us use the platform effectively. Our manager, significantly simplifies my workload. It is like having your own TopSource HR representative on your team.” Chief Human Resources Officer, > “TopSource has been our go-to resource for international hiring. They are responsive, thorough, respectful and knowledgeable. The Client Success team has provided us with the utmost customer service, and the more we use TopSource, the more, it gives us access to more resources and knowledge.” Senior Manager, Human Resources , ## More than an Employer of Record. Employer of Record services are only one way that we help you accelerate your global growth goals. From talent advisory to entity management, we give you the tools you need to research, enter and expand into your key markets. ##### Market Selection Advisory Compare available talent, compensation, additional costs and regulations across different countries [Read more](https://topsourceworldwide.com/hr-advisory/market-selection-advisory/) ##### Salary Benchmarking Identify and prioritize markets for growth based on talent, cost & regulations [Read more](https://topsourceworldwide.com/hr-advisory/salary-benchmarking/) ##### Global Skills Analysis Map skill availability by region to align talent strategies with business goals.. [Read more](https://topsourceworldwide.com/hr-advisory/global-skills-analysis/) ##### Talent Acquisition Find, hire & onboard the highly skilled team members you need in each locality. [Read more](https://topsourceworldwide.com/talent-acquisition/) ##### Talent Strategy Optimization Optimize your talent strategy to enable your organization to achieve it’s global ambitions. [Read more](https://topsourceworldwide.com/hr-advisory/talent-strategy-optimization/) ##### Global Benefits Review Benchmark your global benefits to boost employee retention. [Read more](https://topsourceworldwide.com/hr-advisory/global-benefits-review/) ## Frequently asked questions ### What does an employee in Poland actually cost? Take the gross salary and add roughly 19.48-22.14% employer ZUS — employers registering up to nine insured people pay a flat 1.67% accident rate, larger ones an individual rate by activity group — plus 1.5% PPK where the employee participates. As a quick rule, multiply gross by about 1.20 — a PLN 8,000 gross salary costs around PLN 9,640 before PPK. The employee’s ZUS, health contribution and PIT are withheld from gross, not an employer cost. We quote the exact figure per hire before you commit. ### How do ZUS contributions work in Poland? ZUS is Poland’s social insurance system. The employer pays roughly 19.5-22.1% of gross (pension 9.76%, disability 6.50%, accident 0.67-3.33%, the Labour and Solidarity Funds 2.45%, FGŚP 0.10%), and the employee pays about 13.71% plus a 9% health contribution, all withheld. Pension and disability stop above PLN 282,600 of annual earnings in 2026. We calculate the correct rates and remit to ZUS by the 15th of the following month. ### What is PPK and is it mandatory? PPK (Employee Capital Plans) is Poland’s workplace pension auto-enrolment scheme. Employees aged 18 to 54 are automatically enrolled (55 to 69 can join on request), with the employer contributing at least 1.5% of gross and the employee 2%, plus a one-off PLN 250 welcome payment and PLN 240 a year from the state. Employees can opt out but are auto-re-enrolled every four years — the next round falls in 2027. As the employer of record, we manage enrolment, contributions and opt-outs. ### What’s the difference between an employment contract and a civil-law contract? An employment contract (umowa o pracę) carries full Labour Code protections and the complete ZUS stack; civil-law contracts (umowa zlecenie / umowa o dzieło) are cheaper but legally restricted. Using a civil contract for what is really employment is misclassification: Article 22 of the Labour Code makes the relationship employment regardless of its label, and the substitution carries a fine of PLN 1,000 to 30,000 on top of reclassification and back contributions. As the employer of record, we use proper employment contracts. ### How much annual leave do Polish employees get? Under the Labour Code, statutory annual leave is 20 days per year, rising to 26 days after 10 years of service — and education counts toward that threshold, a university degree being worth 8 years, so most graduate hires reach the full 26 days after roughly two years of work. Paid public holidays come on top. Notice periods and termination scale with tenure. We apply all statutory entitlements correctly within payroll. ### EOR or our own Polish entity — which should we choose? EOR wins on speed and simplicity: employees working in days, ZUS registration, PPK and Labour Code compliance handled. Your own sp. z o.o. wins on scale once Polish headcount and permanence are certain. Many clients run both in sequence — EOR to enter, entity once proven — and we transfer the team across when the time comes. ### What employee benefits are most competitive to offer in Poland? Private medical care packages (such as Luxmed or Medicover subscriptions) are close to a market-standard expectation in Poland’s professional and IT sectors, alongside Multisport-style wellness cards and enhanced PPK employer contributions above the statutory minimum. Given Poland’s tight talent market for tech roles, these extras are often what differentiates competing offers. ### What is the notice period and termination process in Poland? Notice periods for indefinite contracts scale with tenure: two weeks for under six months of service, one month for six months to three years, and three months beyond three years. Poland also caps fixed-term contracts at a maximum of 33 months or three consecutive contracts, after which the relationship automatically converts to indefinite, a rule that trips up employers used to more flexible fixed-term arrangements elsewhere. ### How quickly can you onboard an employee in Poland through an EOR? An EOR can have your hire working in days — typically two to five — because the employment sits inside a structure already registered with ZUS and PPK. Incorporating a sp. z o.o. is fast on its own: the S24 online route reaches the KRS register in one to three business days. Becoming an operational employer is the slower part — VAT registration, a Polish bank account for a foreign parent, registration as a ZUS payer and payroll setup commonly run to four to eight weeks. That is what makes an EOR practical for companies building nearshore engineering or shared-services teams in Poland without committing to entity setup first. [Couldn’t find what you were looking for?](/contact-us/) ## Hire Anywhere with Our EOR Services We help you legally employ and pay talent across 180+ countries—so you can scale faster. 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[Japan Capital: Tokyo Currency: Yen](https://topsourceworldwide.com/employer-of-record/japan/) [Jersey Capital: Saint Helier Currency: Jersey Pound (JEP) and Pound Sterling (GBP)](https://topsourceworldwide.com/employer-of-record/jersey/) [Jordan Capital: Amman Currency: Dinar](https://topsourceworldwide.com/employer-of-record/jordan/) [Kazakhstan Capital: Astana Currency: Kazakhstani Tenge](https://topsourceworldwide.com/employer-of-record/kazakhstan/) [Kuwait Capital: Kuwait City Currency: Dinar (Kuwaiti Dinar)](https://topsourceworldwide.com/employer-of-record/kuwait/) [Latvia Capital: Riga Currency: Euro](https://topsourceworldwide.com/employer-of-record/latvia/) [Lesotho Capital: Maseru Currency: Lesotho Loti](https://topsourceworldwide.com/employer-of-record/lesotho/) [Liberia Capital: Monrovia Currency: Liberian Dollar](https://topsourceworldwide.com/employer-of-record/liberia/) [Libya Capital: Tripoli Currency: Libyan Dinar](https://topsourceworldwide.com/employer-of-record/libya/) [Liechtenstein Capital: Vaduz Currency: Swiss Franc](https://topsourceworldwide.com/employer-of-record/liechtenstein/) [Lithuania Capital: Vilnius Currency: Euro](https://topsourceworldwide.com/employer-of-record/lithuania/) [Luxembourg Capital: Luxembourg City Currency: Euro](https://topsourceworldwide.com/employer-of-record/luxembourg/) [Madagascar Capital: Antananarivo Currency: Malagasy Ariary](https://topsourceworldwide.com/employer-of-record/madagascar/) [Malawi Capital: Lilongwe Currency: Malawian Kwacha](https://topsourceworldwide.com/employer-of-record/malawi/) [Malaysia Capital: Kuala Lumpur Currency: Ringgit](https://topsourceworldwide.com/employer-of-record/malaysia/) [Maldives Capital: Malé Currency: Rufiyaa](https://topsourceworldwide.com/employer-of-record/maldives/) [Mali Capital: Bamako Currency: West African CFA Franc](https://topsourceworldwide.com/employer-of-record/mali/) [Malta Capital: Valletta Currency: Euro](https://topsourceworldwide.com/employer-of-record/malta/) [Mauritania Capital: Nouakchott Currency: Mauritanian Ouguiya](https://topsourceworldwide.com/employer-of-record/mauritania/) [Mauritius Capital: Port Louis Currency: Mauritian Rupee](https://topsourceworldwide.com/employer-of-record/mauritius/) [Monaco Capital: Monaco City Currency: Euro](https://topsourceworldwide.com/employer-of-record/monaco/) [Mongolia Capital: Ulaanbaatar Currency: Tögrög](https://topsourceworldwide.com/employer-of-record/mongolia/) [Montenegro Capital: Podgorica Currency: Euro](https://topsourceworldwide.com/employer-of-record/montenegro/) [Morocco Capital: Rabat Currency: Moroccan Dirham](https://topsourceworldwide.com/employer-of-record/morocco/) [Mozambique Capital: Maputo Currency: Mozambican Metical](https://topsourceworldwide.com/employer-of-record/mozambique/) [Namibia Capital: Windhoek Currency: Namibian Dollar](https://topsourceworldwide.com/employer-of-record/namibia/) [Nepal Capital: Kathmandu Currency: Rupee](https://topsourceworldwide.com/employer-of-record/nepal/) [New Zealand Capital: Wellington Currency: Dollar](https://topsourceworldwide.com/employer-of-record/new-zealand/) [Nicaragua Capital: Managua Currency: Córdoba](https://topsourceworldwide.com/employer-of-record/nicaragua/) [Nigeria Capital: Abuja Currency: Nigerian Naira](https://topsourceworldwide.com/employer-of-record/nigeria/) [Norway Capital: Oslo Currency: Norwegian Krone](https://topsourceworldwide.com/employer-of-record/norway/) [Oman Capital: Muscat Currency: RIAL](https://topsourceworldwide.com/employer-of-record/oman/) [Pakistan Capital: Islamabad Currency: Pakistani Rupee](https://topsourceworldwide.com/employer-of-record/pakistan/) [Panama Capital: Panama City Currency: Balboa](https://topsourceworldwide.com/employer-of-record/panama/) [Papua New Guinea Capital: Port Moresby Currency: Papua New Guinean Kina](https://topsourceworldwide.com/employer-of-record/papua-new-guinea/) [Paraguay Capital: Asunción Currency: Guaraní](https://topsourceworldwide.com/employer-of-record/paraguay/) [Peru Capital: Lima Currency: Peruvian Sol](https://topsourceworldwide.com/employer-of-record/peru/) [Philippines Capital: Manila Currency: Peso](https://topsourceworldwide.com/employer-of-record/philippines/) [Portugal Capital: Lisbon Currency: Euro](https://topsourceworldwide.com/employer-of-record/portugal/) [Puerto Rico Capital: San Juan Currency: Dollar](https://topsourceworldwide.com/employer-of-record/puerto-rico/) [Qatar Capital: Doha Currency: Riyal](https://topsourceworldwide.com/employer-of-record/qatar/) [Romania Capital: Bucharest Currency: Romanian](https://topsourceworldwide.com/employer-of-record/romania/) [Rwanda Capital: Kigali Currency: Rwandan Franc](https://topsourceworldwide.com/employer-of-record/rwanda/) [Saint Kitts & Nevis Capital: Basseterre Currency: Dollar](https://topsourceworldwide.com/employer-of-record/saint-kitts-nevis/) [Saint Lucia Capital: Castries Currency: Dollar](https://topsourceworldwide.com/employer-of-record/saint-lucia/) [Saint Vincent & the Grenadines Capital: Kingstown Currency: Dollar](https://topsourceworldwide.com/employer-of-record/saint-vincent-the-grenadines/) [Saipan Capital: Capitol Hill Currency: US Dollar](https://topsourceworldwide.com/employer-of-record/saipan/) [San Marino Capital: City of San Marino Currency: Euro](https://topsourceworldwide.com/employer-of-record/san-marino/) [Saudi Arabia Capital: Riyadh Currency: Riyal](https://topsourceworldwide.com/employer-of-record/saudi-arabia/) [Senegal Capital: Dakar Currency: West African CFA Franc](https://topsourceworldwide.com/employer-of-record/senegal/) [Serbia Capital: Belgrade Currency: Serbian Dinar](https://topsourceworldwide.com/employer-of-record/serbia/) [Seychelles Capital: Victoria Currency: Seychellois Rupee](https://topsourceworldwide.com/employer-of-record/seychelles/) [Slovakia Capital: Bratislava Currency: Euro](https://topsourceworldwide.com/employer-of-record/slovakia/) [Slovenia Capital: Ljubljana Currency: Euro](https://topsourceworldwide.com/employer-of-record/slovenia/) [Solomon Island Capital: Honiara Currency: Solomon Islands Dollar](https://topsourceworldwide.com/employer-of-record/solomon-island/) [South Korea Capital: Seoul Currency: Won](https://topsourceworldwide.com/employer-of-record/south-korea/) [South Sudan Capital: Juba Currency: South Sudanese Pound](https://topsourceworldwide.com/employer-of-record/south-sudan/) [Sri Lanka Capital: Colombo Currency: Rupee](https://topsourceworldwide.com/employer-of-record/sri-lanka/) [St-Maarten Capital: Philipsburg Currency: Netherlands Antillean Guilder](https://topsourceworldwide.com/employer-of-record/st-maarten/) [Sudan Capital: Khartoum Currency: Sudanese Pound](https://topsourceworldwide.com/employer-of-record/sudan/) [Suriname Capital: Paramaribo Currency: Surinamese Dollar](https://topsourceworldwide.com/employer-of-record/suriname/) [Sweden Capital: Stockholm Currency: Swedish Krona](https://topsourceworldwide.com/employer-of-record/sweden/) [Taiwan Capital: Taipei Currency: Dollar](https://topsourceworldwide.com/employer-of-record/taiwan/) [Thailand Capital: Bangkok Currency: Thai Baht](https://topsourceworldwide.com/employer-of-record/thailand/) [Trinidad & Tobago Capital: Port of Spain Currency: Trinidad and Tobago Dollar](https://topsourceworldwide.com/employer-of-record/trinidad-tobago/) [Tunisia Capital: Tunis Currency: Tunisian Dinar](https://topsourceworldwide.com/employer-of-record/tunisia/) [Uganda Capital: Kampala Currency: Ugandan Shilling](https://topsourceworldwide.com/employer-of-record/uganda/) [United Kingdom Capital: London Currency: Ponds Sterling](https://topsourceworldwide.com/employer-of-record/united-kingdom/) [US Virgin Island Capital: Charlotte Amalie Currency: United States Dollar](https://topsourceworldwide.com/employer-of-record/us-virgin-island/) [Venezuela Capital: Caracas Currency: Venezuelan Bolívar](https://topsourceworldwide.com/employer-of-record/venezuela/) [Zambia Capital: Lusaka Currency: Zambian Kwacha](https://topsourceworldwide.com/employer-of-record/zambia/) [Zimbabwe Capital: Harare Currency: Zimbabwean Dollar](https://topsourceworldwide.com/employer-of-record/zimbabwe/) Load more