HR Industry Trends & Market Research
A 2025 Perspective: Navigating the Future of Work in Poland
The Shifting HR Paradigm in Poland
The Human Resources landscape in Poland is undergoing an unprecedented transformation. Driven by technological advancements, evolving workforce expectations, and global socio-economic shifts, HR is moving beyond traditional administrative roles to become a pivotal strategic partner in organizational success. This requires a meta-perspective, looking both "inside-out" and critically "outside-in" to understand the broader context in which Polish organizations operate.
HR's Evolving Role
Strategic Architect
From support function to a central driver of organizational design, culture, and future-readiness in Poland.
Transformative Forces Shaping HR in Poland
Several powerful forces are converging to reshape the HR domain in Poland. Artificial Intelligence, persistent skill gaps, and an evolving regulatory environment demand proactive and strategic responses from HR leaders.
AI Adoption in Polish Workplaces
AI is rapidly integrating into Polish workplaces, significantly boosting productivity, yet many employees feel unprepared.
Nearly half (47%) of Polish employees use Generative AI at work, with 74% using it weekly. However, only 21% feel adequately prepared by their employer.
AI's Impact on Recruitment & Jobs in Poland
AI is transforming recruitment processes, but also leading to shifts in hiring needs, particularly for junior roles.
24.7% of Polish companies use AI in recruitment, and 35% intend to reduce recruitment for junior positions due to AI use.
The Critical Skills & Talent Chasm in Poland
53%
of Polish employers expect recruitment difficulties in 2025, primarily due to candidate expectations.
38%
of employers cite a shortage of skilled professionals as a key challenge.
Top Strategies to Address Talent Shortage:
- Increasing salaries (28%)
- Increasing training spend (26%)
- Looking for talents on the market (21%)
- Increasing flexible working or hours (19%)
- Using AI and automation (13%)
These strategies highlight a multi-faceted approach to attracting and retaining talent in Poland's competitive market.
Evolving Regulatory Landscape in Poland (2025)
Polish HR must navigate a dynamic legal environment with significant changes anticipated in 2025.
⚖️ Pay Transparency Directive
Implementation from Dec 2025: gender-neutral job ads, written remuneration info, ban on salary history questions.
🛂 Foreigner Employment Changes
New laws from June 2025: digitalization of permits, new refusal grounds, contract submission, stricter penalties for illegal employment.
📈 Minimum Wage Increase
As of Jan 2025, minimum wage increases to PLN 4,666 monthly, PLN 30.50 hourly.
📊 ESG Reporting Obligations
New non-financial reporting for large entities from 2025, covering employment policies, diversity, and working conditions.
👶 Parental Leave & Public Holidays
Additional leave for parents of premature babies, Christmas Eve becoming a public holiday.
📚 National Training Fund Access
Expanded access to KFS for self-employed and civil contractors, promoting professional qualification improvement.
Leadership & Organizational Design in Flux in Poland
The current environment demands a new breed of agile leaders and a fundamental rethinking of organizational structures. HR in Poland is at the forefront of designing these future-ready enterprises.
Leadership Preparedness Challenge
Developing leaders for today's dynamic environment is a key challenge for Polish organizations.
While specific percentages are emerging, the need for leaders "for today's times" is a recognized challenge in Poland, requiring continuous development and adaptability.
Managing Continuous Change
HR's role in managing continuous organizational change is crucial to prevent saturation and ensure smooth transitions.
The ability to manage continuous change effectively is a significant challenge for HR in Poland, requiring strategies to support managers and employees through transformation.
HR as Organization Designers: The Strategic Evolution
HR's role has evolved from administrative tasks to strategically shaping the organization's structure, culture, and future.
This journey reflects a shift towards proactive organizational architecture, aligning human capital with business objectives and fostering adaptability.
The Employee Experience Frontline in Poland
Employee well-being, engagement, and a sense of belonging are no longer 'soft' metrics but critical drivers of productivity, innovation, and retention in Poland.
Motivation & Engagement
48%
of Polish professionals are dissatisfied with their pay, impacting overall satisfaction.
Volunteering
Employee volunteering can help increase engagement and job satisfaction.
Well-being Imperative
1 in 7
Polish healthcare professionals experienced suicidal thoughts, highlighting a broader mental health need.
Growing calls for systemic mental health support in Polish workplaces.
DEI & ESG Reporting
New ESG reporting obligations from 2025 require companies to disclose information on diversity in the workplace.
This drives increased transparency and focus on equal opportunities and anti-discrimination policies in Poland.
The Future of Talent: Acquisition, Development & Work Models in Poland
Strategies for attracting, developing, and retaining talent are being redefined by technology, skills-based approaches, and evolving expectations around work flexibility in Poland.
Talent Acquisition Transformed
Recruitment difficulties persist due to high candidate expectations and skilled worker shortages.
86% of Polish employers plan to recruit in 2025, but 53% expect difficulties. 26% are increasing training spend to address talent shortages.
Evolving Work Models & Flexibility
The demand for flexible work arrangements and work-life harmony is growing in Poland.
Increasing availability of flexible working hours (19% of companies addressing talent shortage).
The idea of "work-life harmony" is gaining traction, emphasizing integration over strict balance.
Modernized ICT systems for employment services to support new work models.
Global & Regional Dynamics in Poland
Broader global trends, including demographic shifts and geopolitical factors, are exerting significant influence on HR strategies and workforce planning in Poland.
Demographic Shifts & Talent Pools
Aging Populations (Higher-Income Economies):
Challenges in knowledge transfer, retention of experienced workers, and adapting roles.
Expanding Youth Populations (Lower-Income Economies):
Opportunities for global talent sourcing, but requires investment in skills development and infrastructure.
These contrasting trends necessitate a radical rethinking of global talent acquisition and management.
Geopolitical & Economic Impact on Poland
Geopolitical tensions and economic factors are influencing business models and HR priorities in Poland.
- Rising employment and energy costs affecting businesses.
- Slowdown in the German market impacting Polish automotive and construction sectors.
- Increased demand for cybersecurity skills.
- Need for resilient workforce planning and risk management strategies.