Business growth is the primary reason for hiring new employees, according to 43% of Polish companies. Meanwhile, 30% of businesses cite economic challenges as the main reason for workforce reductions. This is confirmed by a newly published ManpowerGroup analysis, which examines the reasons behind changes in employee numbers. In the transport, logistics, and automotive sectors, companies reduce employment after completing projects, whereas in the energy and utility industries, the biggest driver of workforce expansion is market expansion.
Business Growth as the Key Driver of Employment
ManpowerGroup’s analysis indicates that Polish companies primarily hire due to organizational growth, which necessitates team expansion—cited by 43% of employers. Market expansion also plays a crucial role, prompting the creation of new roles in 29% of firms. One in four organizations increases employment to meet technological demands, while an equal number strengthen their teams to maintain a competitive advantage. Additionally, 25% of companies hire to fill vacancies left by departing employees.
In the communication services sector, six out of ten employers state that business growth drives their hiring decisions. A similar trend is observed in transport, logistics, and automotive (58%) as well as in finance and real estate (50%). In industry and raw materials, filling vacancies left by departing employees is also a significant factor, with 40% of employers highlighting this need. In the IT sector, in addition to business growth, maintaining a competitive advantage is a key driver, cited by 48% of respondents.
“In the IT sector, rapid development and market expansion are increasing the demand for specialists in artificial intelligence programming, cybersecurity, machine learning, cloud technologies, and data analytics. Meanwhile, in transport, the focus remains on hiring supply chain managers, transport specialists, logisticians, and drivers. ESG-related roles are also gaining importance, leading to the creation of positions such as ESG specialist, ESG analyst, ESG manager, ESG reporting specialist, ESG trainer, and diversity & inclusion specialist,” says Szymon Rudnicki, Director at Talent Solutions.
Economic Challenges as the Primary Cause of Job Cuts
However, not all companies are expanding their workforce—many are reducing employment due to economic challenges, a factor influencing 30% of firms. Organizations also adjust workforce levels based on fluctuating demand for their products and services (24%) or undergo restructuring (23%). Automation is another factor reshaping the job market, reducing the need for certain positions (23%). Moreover, process optimization often leads to role consolidation and a decrease in workforce numbers—22% of businesses report this as a reason for staff reductions.
In the finance and real estate sectors, every second company attributes layoffs to economic challenges or the need to adjust employment levels to changing demand. In transport, logistics, and automotive, 44% of firms reduce teams after project completion, while in industry and raw materials, 42% cite economic difficulties as the main reason for layoffs. The energy and utility sectors face similar challenges, with one-third of companies reducing staff due to automation and changing skill requirements. In IT, automation is the main factor behind job cuts in half of the surveyed companies.
“We are witnessing workforce reductions in industries facing significant challenges. The automotive sector, including electric vehicle and battery manufacturers, is struggling with declining sales and shifts in corporate strategies away from internal combustion engines. Additionally, automation and AI development are eliminating less complex processes in the BPO/SSC and call center sectors, leading to structural optimization and job cuts. High energy costs and declining demand are negatively impacting the energy and industrial sectors, where job reductions are already evident this year. The financial sector is also undergoing changes, with banks adapting their strategies and operational models to the new economic reality, resulting in organizational restructuring,” adds the expert.
According to Szymon Rudnicki, with increasing automation, digitalization, and global competition, reskilling and upskilling are not just buzzwords but essential components of workforce and employer strategies in Poland. “Reskilling—training employees for new professions—is particularly important in industries prone to automation, such as manufacturing and transport. Meanwhile, upskilling—enhancing skills within existing professions—allows employees to adapt to new technologies and tools. In industries such as IT, finance, and marketing, continuous skill development is necessary to maintain competitiveness. Companies that invest in reskilling and upskilling gain more flexible and skilled employees, enabling them to respond better to market and technological changes,” concludes the head of Talent Solutions.
Workforce Optimization as the Key to Employment Stability
Not all companies, however, are changing their employment levels. The absence of hiring or layoffs is often due to a well-matched team capable of meeting current business objectives—this is the case for 40% of firms. One in four companies follows a strategy of maintaining their current workforce, while 23% do not foresee significant industry changes that would impact employment levels. Additionally, 18% of organizations highlight that employment stability is driven by legal and regulatory requirements, while 17% delay workforce decisions in anticipation of economic changes.
Global Perspective—More Jobs Through Expansion, Fewer Due to Market Changes
ManpowerGroup’s report indicates that, globally, companies most frequently increase employment in response to dynamic growth and the need to create new positions (38%), as well as market expansion, which necessitates additional roles (28%). Project-based and temporary initiatives requiring dedicated teams are also a significant factor (24%). On the other hand, companies most commonly reduce employment due to economic challenges (35%). Market changes leading to decreased demand for certain professions are another key factor (25%). Additionally, one in five employers cites automation as a reason for reducing the need for specific job roles (20%).
Source: ManpowerGroup surveyed employers about the reasons for hiring new employees, reducing staff, and maintaining stable employment levels. Employers could select up to three reasons for personnel changes. The study was conducted globally from January 2-31, 2025, with 40,000 companies participating worldwide, including 525 from Poland.
