The energy transition is clearly transforming the landscape of Poland’s labour market. According to the Salary Survey 2026 prepared by Michael Page, wage growth in the energy sector is beginning to stabilise, yet demand for highly qualified specialists—particularly in renewables, energy storage and offshore projects—remains very strong. It is still a candidate-driven market, but primarily for professionals with unique technical skills and proven project experience.
The rapid expansion of the energy sector, especially renewable energy sources, means employers are seeking candidates with ever broader and more specialised competencies. Engineers are in the highest demand—design engineers, grid connection specialists, automation engineers and SCADA systems experts. In Warsaw, their average salaries range from approximately PLN 14,000–15,000 gross per month to PLN 19,000–21,000 for senior roles. Data from Michael Page’s Salary Survey 2026 also show that grid managers are particularly highly valued. Given their key role in connection processes, they can expect salaries exceeding PLN 20,000, with upper ranges reaching as high as PLN 35,000.
At the same time, development and project roles are gaining importance. Land acquisition managers responsible for securing land for renewable energy investments earn around PLN 16,000 on average, with experienced specialists reaching up to PLN 18,000. Wind project developers and renewable energy project managers earn between PLN 19,000 and PLN 25,000, while offshore projects command significantly higher pay—averaging around PLN 31,000 and reaching up to PLN 34,000 at the top end. Analytical skills are also increasingly important: energy market analysis managers and energy data experts earn in the range of PLN 18,000–20,000, supporting companies in forecasting and optimising energy production and demand.
Wage Stabilisation, but Top Specialists Still Set the Terms
Michael Page’s Salary Survey 2026 points to a clear stabilisation of pay levels in the renewable energy sector.
“A few years ago, the market experienced very sharp wage growth and almost any specialist could count on significant pay rises. Today, salaries are levelling out and companies are increasingly focusing on experience and specific technical skills rather than potential alone,”
says Antoni Komsta, Principal Consultant at Michael Page.
Job offers remain plentiful, but they are primarily targeted at candidates with experience on both the project development and execution sides. Recruiting experts for offshore wind energy remains a particular challenge, as the pool of professionals with the right experience is still very limited.
“Companies developing offshore projects often don’t have time for lengthy training processes and need candidates who can step into projects immediately. As a result, they are willing to overpay for experienced experts. We observed the same mechanism earlier in photovoltaics, where a lack of specialists at the outset led the market to reward them very generously,”
Komsta adds.
Soft Skills and Benefits Instead of Further Pay Rises
With salary levels already high, employers are increasingly competing for talent not only through pay, but also through benefits packages. Candidates place growing emphasis on flexible working models, work–life balance and additional perks. In response, companies are offering, among other things, subsidies for environmentally friendly transport, support for installing home renewable energy systems, and extensive professional development programmes.
Education Lagging Behind the Energy Transition
Michael Page experts stress that one of the sector’s key challenges is the skills gap resulting from an education system that has not kept pace with the energy transition.
“Polish education and the labour market are not keeping up with the pace of renewable energy development, particularly in offshore energy. Outside the Tricity and Szczecin regions, it is difficult to find universities that genuinely prepare students for work in this sector. Technical universities are only beginning to adapt their curricula to the energy transition, and many programmes are still based on outdated technologies,”
says Komsta.
EU climate regulations are forcing an acceleration of the energy transition, opening up new investment opportunities and creating additional jobs. At the same time, the shortage of specialists means that some projects are being implemented with the involvement of foreign companies.
“The energy transition can therefore be both an opportunity and a risk. Those who are open to development and acquiring new skills will benefit. For candidates who remain stuck in old patterns and are unwilling to learn, the transition may pose a risk of losing their position in the labour market,”
the Michael Page expert emphasises.
A Candidate-Driven Market—But Not for Everyone
Energy remains a candidate-driven market, especially for professionals with unique technical skills and project experience. However, competition among less experienced candidates is intensifying, and recruitment processes are becoming more selective. For shortage roles such as substation engineers or power engineering specialists, recruitment can take several months and often concludes with a choice from a very small pool of carefully matched candidates.
Source: ceo.com.pl
