In 2025, Poland’s industrial sector remains marked by uneven performance. While falling demand, reduced order volumes, and rising operating costs affect several branches, others are faring comparatively well. Distribution centers, along with companies in the pharmaceutical, chemical, and FMCG sectors, are among the least affected — and they also report the highest wage increases. Labor shortages and gaps in technical qualifications continue to fuel strong wage pressure, according to Grafton Recruitment’s “2025 Manufacturing Sector Salary Report.”
Technical skills such as process parameter analysis, quality assurance, and experience with automation and maintenance systems are now highly valued.
Wage Growth Varies by Region and Sector
Significant investment in logistics infrastructure, rapid e-commerce growth, and mounting pressure to shorten delivery times have positioned distribution centers as standout performers in the sector. As noted in the Grafton report, wages in this segment rose by an average of 10% year-on-year — the highest in the industry. Wage increases in life sciences, chemicals, and FMCG sectors followed at 9%.
“Employers in these sectors are actively competing for production engineers, technologists, quality specialists, and procurement managers. In addition to competitive salaries, they increasingly offer language allowances, development programs, and annual bonuses,” said Katarzyna Kloc-Pawlik, recruitment expert at Grafton Recruitment.
Wage growth reflects sector performance, labor demand, workforce availability, and specialized skills. Minimum wage hikes also play a key role — not only lifting entry-level pay but pushing up wages across skilled roles to maintain internal pay differentiation.
Wages are also influenced by geography. Regions like Mazovia, Lower Silesia, and Upper Silesia — hubs of modern industrial activity — offer the highest compensation packages, often exceeding national averages due to talent shortages.
“Regional labor markets — especially in heavily industrialized areas — often struggle to meet demand. In response, companies are not only raising budgets but also investing in employer branding and recruitment campaigns. Many also support employee relocation or provide transportation to bridge labor gaps,” said Katarzyna Kołuda, Manager at Grafton Recruitment.
Salary Growth Examples: Distribution Sector
Wage changes in the distribution sector varied widely by role and location:
- Supply Chain Manager, Mazovia: +13% YoY, currently PLN 18,000–25,000 gross. Similar levels in Silesia (+5%).
- Warehouse Worker: +18% in Lower Silesia (PLN 5,000–6,000), +20% in Mazovia (PLN 4,300–5,000), +32% in Greater Poland (PLN 5,500–6,500).
- Shift Manager, Łódź: +20%, now PLN 7,500–9,500 gross. In Lower Silesia: +13%, now PLN 8,000–10,000.
Across all industrial roles, blue-collar workers saw the largest average wage increases: 14%. Specialists received 7% raises, while managers saw an increase of 5%.
Most In-Demand Talent: Automation, Robotics, Data, and ESG
Automation and digitization are reshaping workforce needs. Firms now fiercely compete for a small pool of highly skilled candidates, including:
- Automation system operators and robotics technicians
- Production engineers and quality experts
- Data analysts in industrial IT systems
- Cybersecurity specialists and maintenance technicians
- ESG project coordinators focused on green logistics and carbon footprint reduction
“Companies face growing competitive pressure from global logistics operators, including those from China, who set the pace in automation and innovation. Demand for specialized talent continues to outpace supply,” said Agnieszka Mazurek-Szulim, Manufacturing & Supply Chain Manager at Wyser.
The Outlook: Specialization and Competence Matching
Grafton Recruitment’s report confirms that wage pressure will persist in highly specialized roles — especially in sectors with high automation or advanced technologies. Employers are not only increasing compensation but also require faster adaptability and a broader skill set from candidates.
“Industrial employers must adapt by investing in internal training programs, talent flexibility, and more dynamic HR structures,” noted Agnieszka Mazurek-Szulim.
Compensation alone is no longer the decisive factor. Firms that can accurately align talent competencies with operational and technical needs — while offering competitive development paths — will retain a clear market advantage.
“We see a clear trend: companies investing in smart technologies are simultaneously building talent strategies around specializations. The value of candidates with rare and future-proof skills will only rise,” said Danuta Protasewicz, Regional Manager at Grafton Recruitment.
About the Report
The “2025 Manufacturing Sector Salary Report” is the eighth annual edition by Grafton Recruitment, prepared in collaboration with Gi Group. Conducted in Q2 2025, it includes analysis of 8,228 candidate records and salary data from 154 industrial employers across over 200 job roles — from blue-collar workers to managers — covering sectors such as pharmaceuticals, automotive, R&D, distribution, and construction. The report also examines new roles emerging in automation, robotics, and ESG.
