Operational support · Potentially lower PFRON contributions
Your remote team of people with disabilities.
My management experience.
I will build and manage a team of people with disabilities, matched to your company’s tasks. For eligible employers in Poland, this may also help reduce mandatory PFRON payments.
Long-term employment · employment contracts · fully remote work
A team for your organisation
From business needs
to well-organised work.
I will build and manage a team matched to your company’s needs. Candidates include people with a formally certified significant degree of disability and documented conditions recognised under the relevant Polish regulations. Their employment may bring additional PFRON benefits. We will agree on the team’s composition, responsibilities and start date together.
Administration and documents
Possible responsibilities to agree on: document handling, organising information and supporting day-to-day administrative processes.
Data and processes
Document verification, work in company systems and data accuracy checks. My experience includes managing the Verification Department at STS S.A.
Organisation and quality
Recruitment, onboarding, scheduling, task allocation, ongoing supervision and reporting according to the arrangements agreed with the employer.
The employment model
A manager and team
within your company.
I am seeking long-term employment in which your company hires me as a manager and the agreed team members directly under employment contracts.
We work exclusively remotely. We agree on responsibilities, tools, team size and employment terms before starting.
I also help your company prepare for remote working — from organising workstations and equipment to agreeing how costs are reimbursed, through a flat-rate allowance or reimbursement of eligible expenses, and preparing remote working rules or the relevant agreements. I work with HR, occupational health and safety specialists and IT so that the team starts work with clear arrangements in place.
Discussing the work
We identify the processes that need support and the tasks that can be performed remotely.
Team and financial assessment
We agree on skills and the number of full-time equivalent positions. Any assessment of PFRON benefits is based on company data and employee documentation.
Employment and onboarding
Your company signs employment contracts. I organise onboarding into its processes and tools.
Day-to-day management
I lead the team, supervise tasks and report results against agreed performance measures.
Experience and references
A stable team
starts with management.
From 2011 to 2026, I worked as Customer Verification Manager at STS S.A., Poland’s leading sports betting operator. I was responsible for recruitment, onboarding, employee development and organising the work of a team of up to 17 specialists.
My professional reference confirms effective work planning, quality control and staff turnover close to zero for over a decade.
“His departure from the organisation after 15 years leaves behind a well-structured, loyal and well-organised department.”
Łukasz Świerk
Chief Operating Officer, STS S.A.
Excerpt from a professional reference — translated from Polish.
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Potential financial benefits in Poland
Team contribution and PFRON benefits.
An assessment for your business.
PFRON is Poland’s State Fund for Rehabilitation of Disabled Persons. Potential benefits depend on your company’s employment figures, employee documentation and payroll costs. Reductions in mandatory payments and wage subsidies are separate mechanisms under Polish law.
Reducing mandatory PFRON payments
Employing people with disabilities may reduce mandatory payments. For employees with a significant degree of disability and a documented condition listed in the applicable regulations, an additional factor of 3 applies when reducing the required employment ratio. This does not mean that four people have been employed.
Wage subsidies
Employers with at least 25 full-time equivalent employees must have an actual disability employment ratio of at least 6%. This requirement does not apply below 25 full-time equivalents. Other statutory eligibility conditions must also be met.
How could the monthly PFRON payment change?
Example: a company with 75 full-time equivalent employees and no employees with disabilities hires one full-time employee with a significant degree of disability and documented paraplegia. Total employment increases to 76 full-time equivalents.
Payment reduction before employment costs. Model based on the standard 6% ratio and a calculation base of PLN 9,233.13 for September–November 2026. Amounts are rounded to whole PLN. No PFRON wage subsidy through SODiR is available in this example. The company can still benefit from the contribution reduction shown above. Full assumptions are provided below.
Example assumptions and calculation
The company is subject to the standard 6% ratio, initially has 75 full-time equivalent employees and no employees with disabilities. It hires one full-time employee with a significant degree of disability and documented paraplegia, increasing total employment to 76 full-time equivalents. Using the base of PLN 9,233.13 applicable in September–November 2026, the modelled monthly payment reduction is approximately PLN 14,788, before employment costs. The actual disability employment ratio is approximately 1.32%, so the company does not meet the 6% threshold required to apply for PFRON wage subsidies through SODiR. It can still benefit from the contribution reduction shown above. The calculation assumes unchanged employment throughout the month and no other adjustments.
Before hiring: PLN 9,233.13 × 40.65% × (75 × 6%) = PLN 16,889.70. After hiring: PLN 9,233.13 × 40.65% × (76 × 6% − 1 − 3) = PLN 2,101.83. The difference is PLN 14,787.87 per month.
A separate possibility: wage subsidies through SODiR. If the company reaches an actual disability employment ratio of at least 6%, it may apply for a basic monthly subsidy of up to PLN 2,760 for each eligible full-time employee with a significant degree of disability. Part-time amounts are proportionately lower. Other statutory conditions apply, including a cap of 75% of payroll costs for employers carrying out economic activity. The additional factor for qualifying conditions does not increase the actual 6% ratio. This is a different employment scenario; this subsidy has not been added to the example above.
What should be checked before making a decision?
Average monthly employment in full-time equivalents, current employment of people with disabilities, disability certificates and documentation of qualifying conditions. A full financial assessment includes wages, employer contributions, remote working costs and onboarding. Wage subsidy eligibility also requires assessment of conditions such as the incentive effect, timely payment of payroll costs and aid limits.
Information as at 5 October 2026. Legal basis: Articles 21 and 26a–26b of the Polish Act of 27 August 1997 on vocational and social rehabilitation and employment of persons with disabilities; the regulation of 18 September 1998 on reducing the employment ratio, as amended. PFRON sources: mandatory payments, subsidy conditions, calculation base.
Before we work together
Let’s agree on the key details.
Does the company employ the team directly?
Yes. I propose that the same company employs me and the agreed team members under employment contracts, with all work performed remotely.
Is the team size fixed in advance?
No. We agree on it after identifying tasks and the skills required. Candidate availability, working hours and the hiring schedule need to be confirmed individually.
Are the savings the same for every company?
No. The payment reduction depends on factors including the current liability and employment figures. It cannot exceed the payment that would otherwise be due. Wage subsidy eligibility is assessed separately.
Let’s talk
Which tasks could we
take on in your company?
Tell me about your organisation’s needs. We will discuss the potential scope of the team and the information needed to assess financial benefits.