Stability instead of seasonal work
The surge in demand during Black Week results in a 20% higher workforce requirement compared to typical weeks of the year – both in physical stores, e-commerce, and distribution centers – according to data from the “Casual Work Index” reports compiled by the staffing agency Tikrow. The demand for operational roles is growing the most: warehouse workers, packers, order fulfillers, couriers, and drivers, as well as salespeople and cashiers in traditional retail.
The demand is rising, but the available workforce… is not increasing. Observations from Smart Solutions HR show that young people, who just a few years ago formed the backbone of seasonal work, are gradually leaving the temporary job market in favor of seeking more stable forms of employment. During the summer period, the number of people under 26 taking temporary jobs dropped by 35% compared to 2024. Experts from Smart Solutions HR predict this trend will continue in other periods of the year as well.
– Our observations show that young people’s attitudes are changing, which is also confirmed by data from the “Work War Z” report prepared by Enpulse. For 35% of people under 26, career prospects are the most important, while about one-quarter prioritize gaining knowledge and new skills. People who would potentially work during Black Week are often already engaged in other activities – such as an internship started during the summer. The good news is that there will always be individuals who will be interested in quick earnings or a seasonal cash boost. However, these will likely not be young people, but rather groups whose potential in the labor market is often underutilized – such as retirees or stay-at-home mothers, who could take part-time jobs, says Agnieszka Kukier, a recruiter at Smart Solutions HR.
Extended processes
An even greater challenge for companies today is hiring foreigners – another group of seasonal workers who support teams during the busiest periods. The logistics and retail sectors have long relied on foreign workers, but the legalization processes are still lengthy and complicated. Data from the Ombudsman’s Office confirms that in many provincial offices, the workload regarding residence and work permits significantly exceeds the staffing capabilities of state institutions. As a result, decisions are made with considerable delays, making it difficult for businesses to plan staffing before seasonal peaks.
The new law on assigning work to foreigners, which came into effect on June 1, 2025, introduced full electronic processing, eliminating, among other things, the labor market test. This was meant to simplify formalities, but in practice, many companies are struggling with technical problems in the system, additional documentation requirements, and the need to report every change online. The result? Recruitment takes longer, and some businesses risk running out of workers in the crucial weeks of the season.
Challenges, but with a solution
– On one hand, the demand for workers is increasing, as it does every year, and on the other, the availability of candidates is decreasing. We have a situation where companies are well-prepared organizationally, but they are unable to fully capitalize on sales potential due to constraints outside their control, comments Włodzimierz Kucharczuk. – In a way, they fall into a vicious circle – on one hand, they lose workers due to complicated legalization processes, and on the other, they cannot hire new ones for exactly the same reason.
How can this deadlock be resolved? There are several possibilities. Experts suggest that companies should primarily build workforce readiness throughout the year, not just during periods of heightened demand. In this context, collaborating with employment agencies that have access to a database of seasonal workers ready to work “immediately” is valuable. On the other hand, activating groups that are typically overlooked could be key: retirees, disability pensioners, or stay-at-home mothers.
– While the number of young people and foreigners is declining, there are other groups ready to work right away. It’s worth considering them during planned recruitment, especially during such intensive periods of the year. According to the PARP report “Working Retirees and Pre-Retirement Age Individuals,” 39% of those over 50 plan to remain in the workforce after reaching retirement age. These are people with immense potential, experience, and knowledge valuable to younger generations. Another group worth considering is mothers with young children, to whom flexible working hours, hybrid work options, or shorter shifts could be offered. With the right support, Black Friday doesn’t have to seem so “black,” concludes Włodzimierz Kucharczuk.
Sources: Smart Solutions HR internal data, Central Statistical Office data, Tikrow “Casual Work Index” report, Enpulse “Work War Z” report, Inpost Q4 2024 report, Ombudsman statement from September 27, 2024, and July 10, 2025, PARP “Working Retirees and Pre-Retirement Age Individuals” report.
