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Goodbye Stability, Hello Opportunity: Polish Job Market Gears Up for Change

CAREERSGoodbye Stability, Hello Opportunity: Polish Job Market Gears Up for Change

As many as 27% of Poles declare that they last changed jobs over a decade ago. Does this mean that the Polish market is characterized by talent stability and attachment to one workplace? Contrary to appearances, as the results of the latest survey by indicate – the opposite is true. 20% of respondents made a job change in the past year, and the degree of Poles’ job mobility is successively increasing. Although in the first months of the previous year, 41% of’s survey respondents declared that they are currently looking for a new job or plan to change their current one soon, in the latest measurement – after six months – this number has risen to 44%. The proportion of employees open to receiving an interesting job offer is also increasing.

Here are the key pieces of information:

  • 1/5 of respondents changed jobs in the last year.
  • 44% of respondents are looking for a new job or plan to change their current one in the near future.
  • 85% state that they are open to new, interesting job offers.
  • 52% of employees are looking for a new job to earn more.
  • 46% of respondents state a suitable location as the reason for staying at their current job.

In a world of work that is undergoing dynamic changes, where new technology and market globalization are shaping new working standards, Polish employees are also facing critical decisions related to their careers. According to the latest study by, carried out on a sample of 2120 respondents, a rising proportion of the population is actively considering changing their place of employment. This phenomenon shows how much our approach and expectations of work have changed over recent years.

We urge you to familiarize yourself with the study results, which among other things reveal how often Polish employees change jobs, how open they are to change and receiving new proposals, and what is able to retain them with their current employer.

Despite appearing stable, employees are open to change

In recent years, changes in the job market in Poland have gone through significant transformations, as reflected in the frequency with which Poles decide to change their place of employment. As the latest study by shows, 27% of respondents admit that they haven’t changed jobs for over a decade, which could suggest that there’s a large group of employees attached to their current workplaces. 16% of those surveyed decided to change jobs between 5 to 10 years ago, and the group of respondents who last changed jobs 3 to 5 years ago constitutes 14% of those surveyed.

However, there is also a large group of employees open to change, especially among the younger generation entering the market. 10% of survey participants declared they changed jobs 2 to 3 years ago, while 12% said their last change took place over a year but less than two years ago.

It’s noteworthy that 20% of respondents changed jobs in the past year, compared to 17% of respondents with such declarations in the survey from the first quarter of 2023. This trend indicates increasing interest among Poles in seeking new professional opportunities. This may be motivated by factors such as seeking better remuneration, striving for personal development, or seeking more fulfilling work.

Furthermore, a trend of more active job seekers is emerging

Poles are open to change, but they also make changes themselves. Today already 43% of respondents declare that their existing job is not an important part of their life but merely a means of subsistence.

This situation is reflected in the number of job seekers. While in the first few months of 2023, 41% of survey respondents declared that they are currently looking for a new job or planning to change their current one soon, in the latest measurement – six months after the previous one – this number has risen to 44%.

Consistently the highest proportion of people planning changes in their working lives over the coming months characterizes the youngest age group. In the 18-24 age group, 56% of respondents plan to change jobs in the near future, and in the group of employees aged 25-34 this proportion is 54%.

Poles increasingly declare that they are actively seeking work, and according to data from the service, these numbers are reflected in reality and increased activity among candidates is clearly visible on the market. In the past year, there has been a 14% increase in applications submitted by candidates compared to the same period a year earlier. Analysis of the data from recent months reveals significant trends: the number of people who are not only actively seeking work, but who are also ready for change and new professional challenges, is increasing. This change in attitude is symptomatic of the growing professional awareness of Poles and their readiness to upgrade their qualifications and develop competencies – says Konstancja Zyzik, an expert in recruitment and talent development at

The reasons why Poles seek work remain relatively unchanged. Over half (52%) of us are looking for new professional opportunities in order to earn more. Among the most important reasons are: lack of development or promotion opportunities at the current workplace (27%), feeling undervalued, which is felt by 24% of respondents (compared to 22% in the previous measurement), desire to change industries or professions (19%), or a hostile atmosphere in the current company (17%).

In addition to respondents who declare that they are actively seeking a new workplace, as many as 85% of respondents indicate that they are open to new, interesting job offers if they were to appear in the coming months. In this case, we can observe a slight increase from the level of 84% of respondents open to offers in the previous measurement.

So, what does it take to retain an employee?

Among the Poles who are not actively seeking a new job, those predominate who are fully satisfied with their current employment meeting their expectations and needs. Interestingly, they attach the greatest importance to location – for 46% of respondents it fits perfectly, which combined with a good atmosphere in the company (40%) creates a comfortable working environment. Interpersonal relationships are also important, good relations with the boss as a reason for staying in the current company were given by as many as 31% of respondents.

Additionally, adequate remuneration and feeling appreciated are key for 29% and 28% of employees respectively, emphasizing that financial and emotional aspects play a major role in deciding to remain in a current role. Attachment to the employer and a desire for further development in a familiar industry or profession, as well as advancement opportunities, are other factors (27%, 23% and 17% respectively) that make employees prefer not to change jobs.

Some respondents indicate that there are simply no suitable job offers for them in the market (18%).

How are our habits changing undeniably?

In the context of seeking a new job, Polish candidates show increasing selectivity and involvement in the application process. It turns out that as many as 32% of people focus their efforts on sending a CV in response to only one carefully selected offer. This trend is also reflected in the behavior of another 37% of respondents who admit that the number of applications they send is smaller than during previous job searches. They aim to ensure that each application is well thought out and as well suited to the requirements of the potential employer as possible.

Such an approach is also confirmed by 55% of candidates who highlight their commitment to customizing the CV in response to a specific job offer. Careful matching of skills and experience to the requirements included in the advertisement is seen by them as the key to success. It’s not about the number of applications anymore, but their quality and a personalized approach, which can significantly increase the chances of attracting an employer’s interest.

56% of respondents express their reluctance to apply for offers that require a substantial amount of time to be devoted to complicated recruitment procedures, such as filling out extensive forms or preparing additional documents. This indicates that even the most determined candidates may be discouraged by overly elaborate or unclear application processes. In the face of these trends, employers should consider simplifying recruitment procedures to attract and retain the interest of the best candidates.

In the age of increasing competition on the job market, more employees are devoting more time to carefully tailor their applications to job offers, underscoring the need for employers to focus on creating recruitment processes that are not only simple and intuitive but also empathetic and adapted to modern candidate expectations. This commitment on part of the applicants testifies to their determination and readiness to put in the effort in the application process. Thus, employers who decide to simplify their recruitment procedures will not only gain a competitive edge by attracting the best talents but also send a strong signal to the market that they value the candidates’ time and effort. This is a key element in building an employer brand that is perceived as modern and focused on employees’ needs – adds Konstancja Zyzik.

In 2024, we are observing further increases in Poles’ job mobility, reflecting the active search for new professional opportunities by employees on the market. They are becoming more aware of their needs and expectations, which prompts them to seek workplaces that offer not just better remuneration but also development opportunities and a sense of being valued. In this dynamic changing environment, employers should focus on creating attractive working conditions that meet the needs of modern employees in order to attract and retain the best talent.


The “Job Mobility of Poles in 2024” survey was conducted in September 2023 by ARC Market and Opinion at the request of The measurement was done using the CAWI method on a sample of 2120 Poles aged 18-65. The sample structure was controlled against variables such as gender, age, and size of the place of residence.

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