When you start temporary work through an agency, having the right documents from day one speeds up the process: contract signing, registrations, and onboarding. Requirements may differ by job type, age, or citizenship, but the core set is usually the same.
Identity document and basic personal details
You must present a valid identity document: an ID card or passport. Without it, the agency cannot verify your data for the contract. Keep your contact details and current address ready as well, as they are needed for HR paperwork.
PESEL number
A PESEL number is commonly used in administrative and settlement processes. Foreigners can obtain it automatically when registering an address in Poland for more than 30 days, or they can apply at a municipality office if registration is not possible but the number is needed.
Bank account number
Salary payments are usually made by bank transfer, so you need an account in your name. Using someone else’s account is typically not accepted for compliance and security reasons.
Documents that may improve your job options
Bring proof of qualifications if you have them: driving licence, forklift certificates, electrical certificates, training confirmations, employment certificates. In many cases, these documents directly affect pay level and access to better positions.
Student status
If you are a student or pupil (often under 26), you may be asked to present a valid student ID or a school/university certificate, because the settlement rules can differ.
Non-EU nationals: legal stay and the right to work
If you are not an EU/EEA citizen, you must have a valid stay document and a document that allows you to work (for example, a work permit or an employer’s declaration, depending on your case). Legal employment requires both conditions: legal stay and legal work authorization.
Medical checks and safety training before you start
Before you can begin work, you may need medical clearance and OHS/BHP training. Depending on the contract type and workplace conditions, these duties can be arranged and defined by the hiring entity, but in production and warehouse roles they are commonly treated as a standard onboarding step.
