Employment of underage refugees from Ukraine on the Polish labor market – prospects and challenges

According to the estimates of the Smart Solutions HR agency, which also acts as an intermediary in the employment of people from outside the EU, there are almost 100,000 Ukrainian citizens between 15 and 18 years of age in the territory of the Republic of Poland. Most of them do not take up employment. The reasons are twofold: employers’ concerns about the specific requirements of employing underage foreigners, and the language and cultural barrier.

The employment of underage refugees from Ukraine on the Polish labor market is an important topic from both a social and economic perspective. In accordance with applicable regulations, the procedures for employing minor foreigners are regulated in a special way, which protects against potential exploitation of this group of employees.

• Of course, we are hiring, and we plan to continue to do so. Not only because they are conscientious and punctual. Employment of a minor is also a form of support for him and his loved ones. It’s obvious that the self-esteem of a young person who earns his own money is much higher – Mr. Henryk, who said these words, requested anonymity. He runs three retail outlets with his family in the Silesian Agglomeration and employs one person from Ukraine in each of them. – I realize that working behind the counter for me is not the highest aspiration for them. Of course, they will find something else, but I feel that someone who escaped the war before starting adult life has a better start thanks to working with me, he adds.

As for the specific requirements for employing juvenile employees, it is worth recalling that from September 1, 2018, you can employ 15-year-olds who have completed 8 grades of primary school. It is only necessary to provide the employer with a medical certificate confirming that a given type of work does not pose a threat to health. The employer must provide the young employee with help and care so that he or she can adapt to his or her duties. Other restrictions? Juveniles should perform light work that does not pose a threat to their psychophysical development and health, and their schedule cannot interfere with the fulfillment of school obligations. As you can see, the formal obstacles are symbolic. So what really stops Polish employers from employing underage Ukrainian citizens?

• As for the language barrier, I think it is overestimated. Ukrainian is very similar to Polish, and this speeds up the pace of learning. Our research shows that after a year of learning in a Polish-speaking environment, an average employee has acquired the ability to communicate effectively with co-workers. Sure, it didn’t give us the freedom to talk about every topic, but it was enough to get the job done – emphasizes Agnieszka Kolanowska, General Manager of Smart Solutions HR.

Why do we want to motivate Polish employers to employ underage refugees from Ukraine more often?

Growing number of vacancies and intergenerational exchange in the labor market

The fact that age-diverse teams are more effective and that diversity in the workplace is one of the key resources of an organization can be read in dozens of scientific studies. In Poland, due to the rapid aging of some professional groups, good vocational training practices in the form of mentoring in age-diverse teams are increasing every year. Organizing training workshops during which teenage employees learn from their older colleagues is particularly important in professions dominated by older specialists. The need to smoothly replace retiring employees with younger, but already qualified people are visible in many areas of the Polish labor market.

Diversification of the employee team strengthens the company

Employing underage refugees from Ukraine will contribute to increasing diversity in the workplace. Thanks to this, the employer can benefit from diverse perspectives and experiences, which can lead to innovation in solving problems. Young employees often bring a fresh perspective and energy to the team. Their enthusiasm can be a motivator for other employees and contribute to creating a positive atmosphere in the workplace.

• Another argument for employing young workers from Ukraine is the possibility of shaping their skills according to the needs of a specific position. There is a provision in the Labor Code according to which an employer may employ young people without professional qualifications in order to prepare them professionally. This means that companies have a chance to shape the skills of employees who do not have undesirable previous habits – explains Agnieszka Kolanowska, General Manager of Smart Solutions HR.

Support for young people in mental crisis

“Some refugees clearly communicate their longing for their country and loved ones, which affects the adaptation process. And the declared desire to return is intensified by the change in social status and the loss of the sense of economic security” – these words of Radosław Zyzik, an expert in the behavioral economics team of the Polish Economic Institute, best describe the situation of refugees of all ages. People entering adulthood with the trauma of war and undefined prospects for professional development require urgent support, also in the form of making it easier for them to start working.

• Most refugees I know meet all the strict criteria for a PTSD diagnosis, including “emotional numbness” and a feeling of lack of prospects and expectations for work and private life. Employment certainly won’t replace therapy, but it will help “ground yourself in reality.” I’m leaving aside the obvious effect of occupying the mind with something other than memories every day. What is important is that everyone in the work environment knows about the previous experiences of such a person and is able to adjust their style and tone of communication – emphasizes the psychologist who wishes to remain anonymous.

Forms of assistance for employers

1. Simplified employment procedures. The currently applied simplified procedures for Ukrainian citizens, both adults and minors, make the employment of foreigners less complicated. The Polish state should continue to strive to facilitate employment processes, especially in the case of juvenile workers.
2. Financial support. The state may introduce financial support programs for employers employing underage refugees. Subsidies for vocational training or co-financing the salaries of young employees can be an effective stimulus.
3. Training programs. Supporting employers by organizing special training programs for underage refugees from Ukraine. These trainings may include both professional skills and elements of adaptation to the new work environment.
4. Partnership with educational institutions. Establishing cooperation with local educational institutions may enable employers to contact potential employees from Ukraine and facilitate the process of employing young people, while providing them with educational support.

The employment of underage refugees from Ukraine on the Polish labor market requires attention from both employers and state authorities. The benefits of this form of employment are numerous, from team diversification to professional preparation of young employees. The Polish state, taking care of social and economic development, should continue to work on facilitating employment procedures, while offering financial support and training programs. In this way, the employment of underage refugees can become an integral part of the development of the Polish labor market and society.