According to the latest, 15th edition of the report “Activity of Specialists and Managers” prepared by Antal, Warsaw and the Tri-City remain the most attractive destinations for relocation in Poland, despite an overall decline in willingness to move for work.
The study, conducted on a sample of 1,626 Polish specialists and managers, shows a continuing downward trend in positive attitudes toward relocation for professional reasons. At the same time, although the share of respondents declaring a complete unwillingness to relocate increased from 34% to 37%, the attractiveness of most large Polish cities has risen. This suggests that while the group of employees unwilling to move is growing, mobility among those open to relocation is becoming more concentrated around the most competitive urban markets.
Warsaw and the Tri-City at the Top of Relocation Preferences
Today, relocation concerns an increasingly narrow set of locations that offer not only large-scale projects but also employment stability, mature labor markets, and real opportunities for long-term career development. Data confirm that the candidate market has become both less mobile and more demanding. Relocation is no longer an obvious element of changing jobs, and when it is considered, it tends to focus on the largest urban centers. Among people open to moving, Warsaw and the Tri-City attract the greatest interest.
Although both destinations received the same score—43% of respondents indicated each—candidates’ motivations often differ. Warsaw remains the country’s natural business and decision-making hub, attracting professionals with the scale of projects carried out there, the presence of corporate headquarters, and broad career advancement opportunities, particularly at managerial and executive levels. The Tri-City, meanwhile, is increasingly seen as an alternative that allows ambitious professional roles to be combined with a higher quality of life, a more balanced work pace, and lower everyday living costs.
“In practice, this means candidates increasingly compare these two markets directly, and relocation decisions are based not only on career prospects but also on lifestyle considerations,” said Artur Skiba, CEO of Antal.
The Tri-City is currently one of the most competitive and stable labor markets in Poland, with significant potential for further development. A growing number of professionals are relocating to the region—from other parts of the country as well as from abroad—positively affecting the availability of talent. The region is successfully attracting new investments in sectors such as business services, IT, logistics, maritime industries, offshore energy, as well as manufacturing and research and development. The strong position of local universities and well-developed transport and office infrastructure provide a solid foundation for continued job growth and the development of competencies in key sectors of the economy, noted Anna Szwangruber, Sector Leader at Antal SSC/BPO.
Wrocław ranked third for another consecutive year, indicated by 37% of respondents. It was followed by Kraków (29%) and Poznań (27%). Importantly, more than 20% of respondents also identified foreign cities as attractive relocation destinations, confirming that professionals remain open to international career opportunities.
Stability Over Mobility
The declining willingness to relocate reflects a broader trend in the labor market, where the need for stability is becoming increasingly important. Only 26% of respondents reported an improvement in their professional situation over the past year—a drop of five percentage points—which may increase caution when considering relocation-related risks. Although 54% of respondents received a salary increase, non-financial factors are gaining importance, particularly job stability, quality of management, and workplace atmosphere.
As many as 90% of respondents declared willingness to work remotely for an employer located outside their city, including 70% who would consider such work both in Poland and abroad. However, the labor market is not keeping pace with these expectations. According to the survey, 77% of respondents see no change in the level of remote work opportunities, 17% report a reduction, and only 5% say that remote work options have increased.
For many specialists and managers, remote work has become a real alternative to relocation, allowing them to participate in attractive projects without changing their place of residence. At the same time, companies are increasingly restricting rather than expanding remote work policies.
“In the long term, this may create tension between the expectations that candidates have already developed and the strategies adopted by organizations,” said Ilona Wróbel, Regional Manager at Antal SSC/BPO. “In a context of limited relocation mobility and growing competition for talent, flexibility in work models is becoming one of the key sources of competitive advantage.”
Opportunity for Local Employers
Limited mobility among specialists and managers creates both challenges and opportunities. Companies must invest more in employee development, transparent career paths, and employee well-being while offering attractive working conditions locally.
The study results show that relocation is no longer an obvious path for professional development. Today, employers—both in the largest metropolitan areas and in regional cities—must actively compete for talent by offering not only competitive salaries but also stability, flexibility, and real opportunities for career development without requiring employees to move.
About the Study
“Activity of Specialists and Managers on the Labor Market 2026” is the 15th edition of Antal’s research project analyzing key trends shaping the Polish labor market. This year’s study was conducted using the CAWI method between September 4 and November 3, 2025, on a sample of 1,626 respondents.
Participants were asked about salary increases, the number of invitations to recruitment processes, motivations for professional relocation, and attitudes toward solutions based on artificial intelligence. The survey included 55% specialists, 29% mid-level managers, and 16% directors representing key professional areas and disciplines.
