Although the labor market is currently in a phase of stabilization—showing neither signs of crisis nor dynamic growth—the mood among specialists and managers is far from optimistic. Professionals are experiencing growing concerns regarding job stability and earning potential, which is translating into declining job satisfaction. Despite this uncertainty, as many as 48% of respondents in a Hays Poland study are considering a job change this year.
Key findings from the report include:
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61% of specialists and managers are dissatisfied with their current salary, often citing an excessive and disproportionate workload.
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A growing number of employees are considering leaving due to job instability, reflecting a deep-seated feeling of insecurity.
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Beyond raises, professionals expect transparent communication and non-wage benefits that support their well-being, particularly flexible work and extra time off.
Over Half of Professionals Want to Earn More
Cautious hiring decisions in recent years—including delayed recruitment and frozen raises—have left many professionals in a position where they are not only overworked but also feel their efforts are not adequately compensated.
According to the Hays Poland study, 61% of specialists and managers declare dissatisfaction with their pay. Furthermore, 42% of professionals believe their salary does not reflect their current scope of duties. This leads to a drop in motivation, a sense of burnout, and frequent considerations of external opportunities.
Salary Is Not the Only Issue
While pay remains the primary driver for changing employers, other factors are gaining traction. Similar to 2025, a lack of development opportunities holds the second spot, highlighting the high aspirations of professionals even in an ambiguous market.
However, the 2026 report shows significant shifts:
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Job insecurity moved up two places on the list of reasons to quit.
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Excessive workload jumped four places.
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Conversely, factors like office location or the direct supervisor lost relative importance compared to last year.
“These shifts reflect the growing uncertainty professionals face and a strong need for security and predictability,” notes Agnieszka Czarnecka, HR Consultancy Manager for CEE at Hays. “The multitude of professional concerns may also stem from a lack of transparent communication within firms, which is often neglected during demanding business cycles.”
High Expectations for 2026
After years of frozen budgets and stagnant wages, many experts expect a “pay correction” in 2026. If they cannot find it with their current employer, they will look elsewhere.
66% of respondents believe they will receive a raise in the coming months, with 12% specifically hoping for a double-digit increase. For context, only 52% of employees expected a raise in 2025.
Employers, however, remain cautious. Agnieszka Pietrasik, CEE Executive Director at Hays, points out that while raises are planned, firms are carefully managing their salary scales. “The upcoming implementation of the EU Pay Transparency Directive will increasingly influence these decisions. Many organizations are still waiting for specific local legislative drafts before adjusting their reporting and pay structures,” she adds.
