As remote work becomes more prevalent, companies need to be aware of the tax issues associated with their employees’ presence in foreign jurisdictions. Such a presence can lead to the creation of a permanent establishment (PE) and trigger certain tax obligations.
Remote working is a topical issue in Poland also due to changes to the Labour Code introduced in April 2023, where for the first time the remote work performed by employment contract holders has been precisely regulated.
There are no specific regulations or binding guidelines of the Ministry of Finance regarding the impact of remote work on PE issues in the post-pandemic environment.
In accordance with the standard wording of Double Taxation Treaties, profits of an enterprise of a contracting state are taxable only in that state if the enterprise continues with business in the other contracting state through a PE situated therein. If the enterprise conducts business in this way, the profits of the company may be taxed in the other state to the extent that they are attributable to a PE.
One of the ways in which the PE can be created is by the existence of a so-called ‘fixed place of business’. In this case, a PE arises if the following conditions are cumulatively met:
There are several private rulings, which present the following interpretation of PE conditions in connection with remote working:
In practice, every case must be analysed individually to assess the possible tax consequences of having employees in a home office in Poland.
If a PE in Poland arises, it particularly involves the following consequences:
The existence of a PE is important as its creation may have legal and tax consequences from the first day of activity in Poland. Thus, the optimal approach is to assess the tax aspects of hiring employees in their home offices before they commence employment.
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