Surprising changes in the employment structure of foreigners in Poland

Nearly a 50-Fold Increase in Colombians and a 40-Fold Increase in Filipinos Among Employed Foreigners in Poland Confirm Its Leadership in Europe

An almost 50-fold increase in the number of Colombians, and a 40-fold increase in the number of Filipinos, among employed foreigners over the last nine years confirms that Poland is the European leader in this category. This is evidenced not only by figures from Eurostat statistics, which speak of a growing influx of foreigners, but also by ZUS data showing how dynamically this segment is developing in the Polish market.

At the end of June 2024, as many as 1 million 160 thousand foreigners were registered in the ZUS insurance system. This is 32,000 more than at the beginning of the year and 65,000 more than a year earlier, an increase of 6%. Among these employees, the most numerous are citizens of Ukraine, whose number amounted to 774 thousand. It is worth noting that this group includes 242,000 refugees with the UKR PESEL assigned, who arrived in Poland after 24 February 2022 due to the war.

How is Employment Among Non-Ukrainian Foreigners Shaping Up?

Statistics on Colombians and Filipinos are also surprising. For Colombians, the number of individuals registered for insurance increased 48-fold in 2023 compared to 2015 — from just 108 people in December 2015 to an impressive 5.2 thousand by the end of December 2023. A similar trend is observed among Filipinos, with registrations rising over 41-fold — from 237 people in December 2015 to 9.7 thousand in December 2023.

These figures illustrate not only demographic changes in the Polish labor market but also Poland’s openness to national diversity. The country is becoming a place where various cultures can meet and collaborate, bringing benefits to both employees and employers.

How Many Work Permits for Foreigners Have Been Issued So Far?

Data from the Central Statistical Office (GUS) and ZUS indicate a steady increase in the number of work permits issued to foreigners. In 2024, out of over 205,000 applications for work permits for foreigners, provincial governors issued 173,500 permits. This represents an 18% increase compared to the same period in 2023.

A record growth was noted in 2023, underscoring the growing role of foreigners in the Polish economy. These statistics not only emphasize the importance of foreigners in filling labor market gaps but also highlight the need to adapt recruitment and integration procedures within companies.

The Challenges of Employing Foreigners

Employing foreigners still involves many challenges. Companies must face various barriers, such as cultural and language differences, which can impact team efficiency. Therefore, it is crucial to develop strategies that enable effective communication and integration of international workers. In this context, solutions such as hiring coordinators of different nationalities or using “electronic translators” should be considered.

An Overview of the Employment Process for Foreigners and Associated Challenges

Companies employing workers from various countries encounter numerous barriers that can significantly complicate the recruitment and integration process for foreigners. One of the key challenges is the procedures for obtaining work permits. The increased demand for foreign workers, especially after the visa scandal, has highlighted issues related to the lack of transparency in the visa system. This scandal has impacted Poland’s reputation as a workplace, discouraging some potential candidates.

Additionally, the inability to adequately estimate the number of people who will ultimately receive visas to enter Poland is one of the most unpredictable factors. This is particularly true for countries in Asia and Africa, where visa procedures are more complex and time-consuming. In contrast, citizens of South American countries primarily benefit from visa-free travel, facilitating their access to the Polish labor market. This diversity in legal regulations introduces additional uncertainty for companies planning to hire foreigners, potentially leading to delays in recruitment processes and increasing the costs associated with employing workers from different cultures.

How Should the Work Environment Be Adapted for Foreigners?

Properly preparing the work environment for foreigners from distant countries is a significant challenge for many companies. A key aspect is preparing the existing staff to welcome new employees, which requires not only a practical but also an ethical approach. Employees must be aware of cultural differences and the needs of foreigners to create an atmosphere conducive to integration. Translating instructions and signage in the workplace into the languages used by newly hired employees is also essential. This step not only facilitates understanding of responsibilities but also impacts workplace safety.

Additionally, introducing bilingual coordinators can significantly improve team communication. Supervisors fluent in both Polish and the foreign language of the employees can act as mediators between different cultures, fostering better cooperation and understanding. In this way, companies can not only increase work efficiency but also build trust in international teams, which is crucial for success in the globalizing labor market.

When deploying groups of employees from different nations, our agency always starts by conducting a full audit to identify the key elements necessary for an effective pre-onboarding process. Such an audit enables the agency to tailor activities to the specific needs of the newly recruited employees and their future working environment. The agency’s employees often become involved in the preparation on a project basis, offering both strictly HR services and additional cultural support, – explains Natalia Myskova, Head of Delivery Department at Smart Solutions HR agency in Wrocław.

What training is necessary for optimal effectiveness of foreigners?

As part of these activities, the agency provides training on cultural differences and offers mentoring services for managerial staff. As a result, managers are better prepared to work with international teams, which fosters a positive atmosphere in the workplace. This kind of support is crucial to ensure the smooth integration of foreigners and to minimise potential conflicts arising from cultural differences. As a result, the agency not only facilitates the adaptation process of new employees, but also contributes to increased efficiency and satisfaction in multicultural teams.

With increasing diversity in international teams, companies can effectively deal with communication challenges without worrying about it, as Smart Solutions HR offers a range of solutions to support this process. The increase in enquiries for employees from different nationalities, especially after the outbreak of war in Ukraine, has led many companies to massively implement and representatives of different nationalities in their workplaces. This is also due to the fact that men from Ukraine are not allowed to leave the country and those who have previously left often have competitive rates in western Europe. This further increases the demand for workers from other countries.

In response to market needs, we have modified our structure and methods of operation. We employ recruiters and coordinators from almost every corner of the world, which allows us to communicate with candidates in their native language. We have introduced the practice of first days of work under the guidance of a coordinator and a system of in-house foremen, which ensures fluent communication on a daily basis. In addition, we have prepared multilingual manuals on working conditions on specific projects and explaining the entire labour market system in Poland, including the health and social protection system, – explains Myskova.

When jobs require more communication, the Smart Solutions HR agency equips its employees with ‘electronic translators’. These devices have been tested on a variety of projects in different industries and significantly facilitate daily interactions. They allow companies to focus on operational efficiency rather than communication barriers.

Who assimilates the fastest?

Specialists from the Smart Solutions HR agency, after three years of actively introducing employees from different countries, have noticed that certain nationalities adapt more easily and quickly in the Polish labour market. In particular, newcomers from the Philippines and South America, especially Colombians, Mexicans, Argentinians and Peruvians, are of greatest interest to Polish employers. These societies are characterised by a similar lifestyle, culture and way of behaving, which makes integration into a new environment easier. In addition, the Catholic religion, which is predominant in these countries, is conducive to establishing relationships with Poles. This makes these groups more open to working in Eastern Europe.

Filipinos are also distinguished by their good command of English, which makes communication in international teams much easier. It is worth noting that employees from these countries have a low turnover rate and rarely change jobs, which is beneficial for both employers and the stability of teams. Thanks to all these factors, Colombians and Filipinos are becoming more and more desirable on the Polish labour market, and their quick adaptation benefits both themselves and the companies employing foreigners.

Are we aware of the benefits of diverse teams?

Companies in Poland are increasingly seeing the potential in hiring employees from different countries, especially after the ‘visa scandal’, which resulted in a significant increase in interest in employees from South America. After the first attempts to recruit from this direction, many companies have found that foreigners from these regions bring numerous strengths to their teams. South American employees are characterised by a high level of discipline, diligence and organisation, as well as a serious approach to their professional duties.

Thanks to these qualities, companies are beginning to recognise the benefits of national diversity in their teams, resulting in improved efficiency and innovation. These changes are particularly evident in the context of the growing demand for employees able to adapt quickly and collaborate effectively in an international environment. As a result, hiring foreigners is becoming not only a response to staff shortages, but also a development strategy for many Polish companies.

At the beginning of WW in Ukraine, we focused mainly on hiring Ukrainian-speaking coordinators, but over time we have adapted our approach to meet the growing demand for employees from different countries. We now employ English-speaking, Spanish-speaking and speakers of other languages, which enables better communication with international candidates,’ – adds Natalia Myskova from Smart Solutions HR agency.

One of the key requirements on the labour market has become the knowledge of an additional language, such as English or Spanish. Smart Solutions HR agency actively encourages its clients to hire managers who speak these languages, which gives them an advantage in in attracting the best candidates. Through these changes, the agency not only increases its competitiveness in the market, but also responds more effectively to its clients’ needs, which is essential in a rapidly changing work environment.

What are the challenges of diversity management?

In order for diversity management to pay dividends, investment in training, technology and HR strategies that promote a tolerant approach to each nationality are key. Companies should avoid stereotyping employees based on their nationality and give everyone a chance. This requires a long-term analysis of all indicators, rather than drawing conclusions based on first, unrepresentative hires. Implementing appropriate strategies and preparations is essential to avoid throwing new candidates and existing employees ‘in at the deep end’.

Diversity in the workplace should not be seen as a stressor, but as a norm to be managed. Introducing diverse cultural perspectives can bring many benefits to companies, such as filling staff shortages, developing employee skills and increasing competitiveness in the pay market.

Introducing ‘fresh blood’ in the form of new ideas and concepts can lead to innovation and better financial performance, which translates into reduced turnover and lower implementation costs. Therefore, investments in appropriate training and technology are not only beneficial, but actually necessary for effective diversity management in an organisation.

What barriers inhibit the employment of foreigners in Poland?

Unfortunately, the Polish labour market, despite the experience of introducing foreigners from Ukraine to the market, is not sufficiently prepared for an increase in national diversity, especially in the context of groups of candidates from more ‘exotic’ regions of the world. This problem does not only concern the preparation of specific workplaces for the introduction of new employees, but has a broader context related to the migration policy of the whole country. It is still closed, heavily formalised and its rules are often unclear.

Many visa refusals lack rational reasoning, which introduces additional uncertainty into the employment process for foreigners. Processes for securing work permits are often prolonged beyond statutory deadlines and employment procedures involve a high number of formalities, which may discourage potential employees. Faced with these challenges, Polish employers should put pressure on politicians to simplify procedures and create a more friendly environment for foreigners. Only in this way will they be able to effectively exploit the potential of diversity.

In conclusion, despite the difficulties described above, in the face of a labour shortage, Polish companies are increasingly turning to foreigners, and awareness of the benefits of hiring them and managing multinational workforces, is increasing. We are facing the need to adapt to new legal regulations regarding the employment of foreigners. Requirements related to obtaining work permits have become a key element of this process, and their relaxation is essential to effectively support the development of the Polish economy.