According to data from Statistics Poland (GUS) and the Social Insurance Institution (ZUS), more than one million foreign nationals were employed in Poland at the end of 2024. Within this population, individuals over the age of 55 (the so-called “silvers”) constituted only a minority—approximately 8 percent. This shows that labour migrants in Poland tend to be younger, with seniors representing a relatively small segment. Yet it is precisely this group that may become an important, though still undervalued, source of knowledge and experience. Experts from Smart Solutions HR emphasise that opening companies more broadly to senior foreign workers could become one of the key ways to maintain labour market balance in the coming years.
Characteristics of 55+ migrants in the Polish labour market
The largest group among foreign workers aged 55+ are citizens of Ukraine and Belarus, though employees from Georgia, India, and Vietnam can also be found. They most often work in sectors where experience, attention to detail, and responsibility are particularly valued, including transport, industrial processing, cleaning services, elderly and childcare, as well as agriculture. In the transport sector, many experienced drivers from Ukraine and Belarus are over 50. Meanwhile, in cleaning and care services, women—primarily Ukrainians and Belarusians—predominate, often working as housekeepers, cleaners, or carers. In industry and construction, older migrants typically hold technical positions—welders, electricians, machine operators, or skilled tradespeople with many years of experience.
“Although we don’t see them every day, senior foreign nationals are present on the Polish labour market. They are usually found in specific sectors that recognise and make use of their potential. For example, in childcare, where age becomes an advantage because it inspires trust and a sense of safety, or in technical and craft-based fields, where experience and reliability may be valued more highly than speed or physical fitness,” says Natalia Myskova, CEO of Smart Solutions HR. “On the other hand, there are still areas where people over 55, even when highly experienced, remain practically invisible. In sectors such as manufacturing, warehousing, commerce, logistics, or construction, informal age preferences arise due to OHS considerations or stereotypes about productivity. In such places, older individuals are not even invited to interviews—not due to competence, but due to date of birth.”
Barriers and requirements
Despite their readiness to work, older foreign nationals often find it more difficult to secure employment—especially positions matching their qualifications. There are two main reasons for this. The first concerns all seniors in the labour market and relates to ageism—discrimination based on age. Conclusions from the report Working Pensioners and Individuals Near Retirement Age, prepared by the Polish Agency for Enterprise Development, indicate a clear employer preference for younger candidates. This suggests that the current willingness to hire seniors may be limited. This general structural barrier also affects foreign nationals. The second factor is specific to migrants and includes language and systemic barriers, which may be even more difficult for older individuals to overcome.
“The most common reasons for exclusion are lack of Polish language skills and non-recognition of foreign qualifications and professional licences. Cultural and psychosocial barriers also play a role. Senior migrants are much more likely to experience consequences of the prevailing ‘foreigner stereotype’—they may encounter distrust or concerns about whether they will integrate into the team, adapt to the new environment, or handle their tasks,” notes Myskova.
Sectors in which foreign workers—especially older ones—are basically absent include public administration and state services, education and schooling, and healthcare. These fields often require fluency in Polish or formal recognition of medical degrees and teaching credentials—requirements that effectively act as barriers.
Other industries with minimal participation of foreign nationals include mining and energy, the financial sector, and corporate office administration—areas where language proficiency, familiarity with local regulations, and employers’ reluctance to hire older migrants frequently limit access.
“As a result, senior foreign workers concentrate in specific labour-market niches—primarily roles that do not formally require high qualifications in Poland but allow them to use their general professional experience or willingness to take on jobs that domestic workers avoid. Among the sectors we support, where exclusion is especially noticeable, we can point to the fish and meat industries. These sectors require experience, physical stamina, and loyalty, while imposing fast-paced work and strict performance norms. It might seem that seniors cannot meet such requirements, and so they are automatically excluded. Yet we collaborate with companies in the fish industry that, despite these challenges, have given silver migrants a chance. We observe that in factories employing foreign workers aged 55+, turnover is significantly lower and employee loyalty higher. Recruitment is faster, too, and the project gains a stronger reputation than competing companies in the same field,” Myskova explains.
Untapped — but valuable — potential
Despite the barriers, foreign workers aged 55+ represent a significant potential for the Polish labour market. Many have extensive work experience, specialised skills, and a strong work ethic that can deliver tangible benefits for employers. In a time of labour shortages and an ageing Polish population, activating this group becomes especially important. According to GUS, more than 25 percent of Poles are now over 60, and the working-age population is declining by more than 100,000 people a year. Greater openness to senior migrants may be one of the answers to demographic challenges and staffing deficits.
“Foreign workers over 55 can become essential support in sectors requiring responsibility, stability, and loyalty. They already excel in care services, social services, transport, and agriculture—areas where their experience and professional maturity are highly valuable. However, other industries should open their doors as well, especially education, vocational training, and mentoring. Senior migrants with decades of expertise could effectively transfer knowledge to younger workers in technical, craft, or production roles. Strong opportunities also exist in administration, archiving, reception work, or office support—areas where accuracy, professionalism, and communication skills matter more than physical strength. Our experience shows that senior migrants are not just a way to fill staffing gaps—they represent real added value for companies, teams, and the entire economy,” says Myskova.
To unlock this value, integration and anti-discrimination efforts are essential. Key actions include removing systemic barriers, accelerating recognition of foreign qualifications, offering Polish language courses tailored to older learners, and encouraging employers to hire people aged 55+. Increasing their participation in the labour market requires both empathy and practical labour-policy measures—addressing individual needs of older migrants (e.g., anti-discrimination protection, retraining support) and eliminating systemic obstacles that have limited their activity so far. Breaking negative trends in the Polish labour market by better including senior migrants could generate mutual benefits: foreign workers 55+ would gain access to jobs suited to their abilities, while the Polish economy would benefit from experienced staff where they are needed most.
“Silvers stand out precisely because of what is increasingly lacking in the labour market—loyalty, stability, and commitment. Among workers over 55, we see strong responsibility and attachment to the workplace. This often stems from difficulties in finding new employment, but in practice it translates into exceptional reliability and a desire to maintain a strong position within the company. This group can effectively fill gaps in professions requiring maturity, patience, and life experience—qualities that cannot be replaced by training or technology. If we do not actively include them in the labour market, we will soon lack people to replace departing workers. An ageing society is not only a challenge—it is also an opportunity to redefine what ‘a valuable employee’ truly means,” concludes Myskova.
Sources: Smart Solutions HR internal data; GUS; ZUS; Working Pensioners and Individuals Near Retirement Age, Polish Agency for Enterprise Development (2024).
