The Polish labour marketplace balances between stabilization and dynamic turnover in 2025. Hays Poland and PARP reports show that employers are careful, and workers – especially from generation Z – anticipate flexibility, improvement and modern benefits. What does this mean for the future of employment?
The year 2025 brings fresh challenges for the Polish labour market, which – according to 2 independent reports: Payment study 2025 Hays Poland and paper PARP “Labour market, education, competence” – enters the phase of deeper transformation. On the 1 hand, caution and the request to stabilise, on the another hand, the increasing expectations of workers, especially from the Z generation, and dynamic technological and social changes, dominate.
Stability vs. rotation – what does the labour marketplace look like?
Hays Poland underlines that in 2025 the Polish labour marketplace entered the stabilisation phase. Employers reduce risks by carefully making staff decisions and focusing on stopping key talents through competitive salaries, benefits and skills development.
In turn PARP and Randstad data show dynamic rotation among employees – until 20% of Poles changed jobs in the last six months, and another 17% advanced or switched to another position in the same company. The main reasons? deficiency of satisfaction with the current workplace and desire for professional development.
Pay force and benefit – what industries are the hottest?
Both reports point to sectoral differences. Hays notes that wage force persists peculiarly in IT, finance and engineering. Employers offer flexible work models, training and extended benefit packages to attract professionals.
The PARP, on the another hand, stresses the importance of non-wage benefits for young workers. Generation Z expects flexible working hours, extra days off and access to scientist – expectations rather different from those present in older workers.
Generation Z changes the rules game
The PARP study makes it clear that young workers have different needs and values. They focus on developing soft competences, specified as empathy or communication, as well as manufacture education and cognition of abroad languages. Employers request to adapt their recruitment strategy to meet these requirements, which is besides reflected in the Hays report, which highlights the request for flexibility in recruitment processes, especially in the context of a shortage of skilled staff.
Technology and flexibility – the future of employment
The PARP study places large emphasis on the increasing function of artificial intelligence and automation in HR. AI supports not only recruitment, but besides worker competence management. Flexible employment models – from distant work to plan contracts – are a direction that allows companies to respond better to changing economical conditions.
Low unemployment – Poland leader in the EU
The amazingly affirmative image is painted in macroeconomic data. According to Eurostat, Poland maintains 1 of the lowest unemployment rates in the European Union (2.6%), which puts us at the forefront of Europe. At the same time, the European Commission warns against long-term demographic impacts - a decline in the number of active workers and the request for reforms.
Will companies keep up with the change?
Both reports show that the Polish labour marketplace is at a crossroads. stableness and care must not mean stagnation – to keep competitiveness, employers must invest in people, technologies and flexible employment models. In turn, workers – especially younger generations – do not want compromises: they anticipate a occupation that gives development, autonomy and sense. There's inactive a question. Will the Polish labour marketplace meet these challenges? This will be 1 of the most crucial tests for employers in 2025.
