The Polish labour marketplace is undergoing crucial changes in 2025. Employers are looking for fresh ways to attract talent, and workers are increasingly looking for flexibility and opportunities for development.
From the study of the Polish Agency for Enterprise improvement (PARP) "Labour market, education, competence. Current trends and investigation results (February 2025)" show that 2025 will bring crucial changes and challenges to the labour marketplace in Poland. These are the most crucial trends.
Poland with evidence low unemployment – leader in Europe
Poland maintains 1 of the lowest unemployment rates in the European Union. According to Eurostat data from January 2025, it is 2.6%, which puts our country on an equal footing with the Czech Republic. By comparison, the average unemployment rate in the euro area is 6.2% and 5.8% throughout the European Union.
Despite good results, the labour marketplace in Europe faces challenges specified as shortage of skilled workers, reduced productivity and an ageing population. According to the European Commission, by 2070 the number of workers in the EU will decrease by 0.3% per year, forcing pension reforms and greater support for groups at hazard of occupational exclusion.
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Increasing labour mobility in Poland – who changes jobs most often?
The Randstad study for the 4th fourth of 2024 shows that 20% of Poles changed their place of employment in the last six months – by 3 percent points more than a 4th earlier. Another 17% promoted or changed their position within the same company, indicating the increasing function of interior improvement in organizations.
The most common reasons for changing jobs are:
- discontent with the employer (42%).
- the desire for professional improvement (38%).
The largest turnover is observed in sectors specified as trade, construction, transport and logistics (10%) and finance and insurance (9%). The lowest occupational mobility concerns education (53%) and transport and logistics (54%).
Generation Z forces a fresh approach to employment
Young workers focus on flexibility and the improvement of soft competences. According to the survey Pracuj.pl, 54% of representatives of the generation Z considers interpersonal skills, specified as empathy and communication, to be crucial for professional success.
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The most desirable benefits for young workers are:
- flexible working hours (52%).
- additional days off (49%).
- employer-funded courses and training (46%).
There is besides increasing request for intellectual support – 30% of people aged 18-24 anticipate access to a scientist in the workplace. In the 55+ group, this percent is only 7%.
The young generation besides focuses on circumstantial competences:
- 37% indicate manufacture cognition and specialist courses,
- 35% consider cognition of abroad languages crucial,
- 30% underlines the importance of digital skills.
In order to effectively attract young talent, employers request to adapt their recruitment strategies and offer competitive employment conditions.
The function of AI and flexible employment models
Low levels of unemployment and expanding labour requirements force companies to fresh HR management strategies. Investing in skills improvement and flexible employment models are crucial to maintaining competitiveness.
Artificial intelligence is increasingly supporting recruitment processes and staff management. Recruitment automation, HR data analysis and systems supporting career improvement are solutions that will form the future of the labour market.
Summary – what changes await Polish employees and companies?
2025 brings further changes to the labour market. Employers request to adapt their strategies to fresh realities, including expectations of the young generation and demographic challenges. Investment in skills development, flexible employment models and fresh technologies will be key. Will Polish companies keep up with these changes? Time will tell.
Source and all information: PARP
