Business development continues to be the primary driver of job creation in Poland, according to 45% of employers surveyed by ManpowerGroup. At the same time, one in three companies reports that job reductions are mainly the result of market changes that have decreased demand for certain professions. Meanwhile, 41% of organizations are maintaining their current workforce, believing their existing teams are fully aligned with business needs.
According to the report, 45% of Polish companies plan to create new positions as part of their organizational growth. Another 28% intend to expand their workforce while entering new markets or regions. Workforce diversity initiatives were cited by 25% of employers, while technological advancement and the resulting need for new skills were identified by 23%. Every fifth company (20%) plans to hire additional staff to execute projects or temporary initiatives, and 19% see recruitment as a means to build a competitive edge and bring fresh perspectives into their teams. Additionally, 16% of firms aim to fill positions vacated in the previous quarter, and the same proportion will replace employees who left within the last three months. Finally, 13% of employers are creating new roles in response to evolving market demands.
“Despite global turbulence and rising business costs, many Polish companies are consistently investing in growth and actively seeking new talent—particularly professionals with experience in sales, market expansion, and product or service development. At the same time, demand for skills related to new technologies—such as automation and artificial intelligence—is growing, as these tools enhance efficiency. Data analysis and process optimization are also playing an increasingly important role.
Moreover, we are seeing higher demand for flexible employment models, including project-based and short-term contracts, which allow businesses to react quickly to changing market needs, optimize costs, and access specialized expertise without creating permanent positions,” says Anna Tietianiec, labor market expert and specialization leader at ManpowerGroup.
Market Changes and Economic Pressures Drive Job Reductions
Job cuts in Polish companies are most often caused by market changes that have reduced demand for specific professions (32%). Economic challenges were cited by 22% of organizations, while 21% pointed to decreased demand for products or services. One in five companies (20%) plans layoffs due to project completions, automation, or process optimization. Other reasons include reorganization or restructuring (17%) and decisions not to fill vacancies after employee departures (15%). A change in required skill sets is the primary reason for workforce reductions in 13% of companies.
“Restructuring and reorganization are no longer just reactions to short-term challenges—they increasingly reflect permanent shifts in the labor market, forcing adaptation to new economic and technological realities.
Automation, process optimization, and evolving skill requirements are reshaping the employment landscape. Jobs most exposed to automation are losing relevance, while roles in technology development, healthcare, biotechnology, and sustainability are gaining importance.
At the same time, soft skills—which cannot be automated—are becoming more valuable than ever. These include adaptability, learning agility, critical thinking, problem-solving, and emotional intelligence,” adds Tietianiec.
Why Do Companies Choose to Maintain Current Workforce Levels?
In 41% of organizations, the existing workforce is sufficient to meet business goals. Another 26% report that the market appears stable, so they do not foresee major staffing changes. 23% are consciously focusing on maintaining their existing teams.
Further reasons include greater operational efficiency (17%) and temporary hiring freezes (16%). Meanwhile, 14% of organizations are waiting for economic changes before making recruitment decisions, and another 14% are postponing hiring due to a lack of upcoming major projects or expansion plans. Finally, 13% of firms are maintaining their workforce due to financial constraints.
According to Anna Tietianiec, the decision to keep staffing levels unchanged can reflect both caution and deliberate strategy:
“On one hand, team stability often stems from the belief that the current workforce is sufficient and that the market remains steady. On the other hand, hiring freezes may be a precautionary response to economic uncertainty or financial limitations, forcing companies to postpone recruitment—particularly in roles that require significant R&D investment or administrative and junior positions, which are increasingly subject to automation.
Labor market dynamics vary by region and depend on external factors such as geopolitical instability, the war in Ukraine, trade tensions linked to tariff policies, or migration policy changes. These factors influence both operational costs and investment decisions.
Choosing to maintain the current employment level brings advantages and risks. Stability reduces recruitment and onboarding costs, but may also hinder innovation and adaptability. Without continuous employee development or openness to new talent, companies may struggle to respond to rapidly changing environments,” concludes Tietianiec.
Source: CEO.com.pl – New Technologies Both Create and Eliminate Jobs
