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WELCOME…to the Hays Poland Salary Guide 2024

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Thank you for completing the form! On the following pages you will find an interactive summary of the key findings of the survey and links to the rates in each specialism. We've sent you the full report in a traditional PDF file to the email address you provided in the form.

In the latest Hays Poland Salary Guide you will find comprehensive pay information and analysis of key trends in the Polish labour market. In the publication, we have presented a breakdown of the rates offered to specialists and managers by specialisation. The information on salaries has been supplemented with comments from recruitment experts and the results of a survey conducted among employers and employees. In the survey, we have included questions related to recruitment plans, remuneration strategy, candidates' expectations and the impact of artificial intelligence on the world of work.

Sounds interesting? Scroll down to find out what labour market trends will dominate in 2024.

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The remuneration analysis, prepared by Hays Poland’s experts, presents data on pay rates in over 450 roles. The guide is based on the average amount offered to employees in the most important sectors of the economy across the whole of Poland. The salaries are those of independent specialists and managers with experience in team management unless the position name indicates otherwise.

Our Salary Guide insights are based on data collected during the recruitment processes carried out by Hays Poland in 2023. The report contains breakdowns of minimum, maximum and optimum gross monthly salaries, expressed in Polish zloty and offered to full-time employees. The data has been averaged for the whole of Poland.

We supplemented this data with conclusions, expert comments and the results of a survey on the Polish labour market carried out at the end of 2023. This survey was completed by almost 1,500 employers operating in Poland, and close to 1,400 candidates and employees.

Thank you to all the experts and survey respondents, as well as our clients and candidates, for sharing valuable information and insights. Your commitment has allowed us to create a Salary Guide that will help both professionals and employers in making informed business and career decisions.

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RECRUITMENT CHALLENGES

Poland is currently facing a significant skills gap, with a high demand for specialised skills and a shortage of available candidates. According to our survey, 47% of organisations are struggling to find suitable candidates for managerial and specialist positions, and 32% have stated that there is simply a shortage of workers in Poland. Unfortunately, negative demographic trends are expected to make this situation worse in the coming years.

Despite lower recruitment dynamics in 2023, employers still found it challenging to find suitable employees, and this is expected to be the case for the upcoming months. While the percentage of organisations planning to recruit in 2024 and anticipating recruitment challenges has decreased from 72% to 59%, there has not been a significant increase in the number of organisations that do not expect recruitment difficulties. In fact, there is a growing proportion of organisations that are uncertain about the labour market situation, highlighting the high level of unpredictability.

This uncertainty has also led to a decrease in willingness to plan for salary increases. Therefore, organisations must remain flexible in shaping their job offers to attract and retain top talent, even with limited budgets.

To cope with the challenges, most organisations will be raising salaries, as per the data below. But will the increases satisfy employees?

0

Yes, we expect recruitment difficulties

0

No, we don't

0

It's hard to say

*Employers were asked how salaries in their organisation will change in 2024.

To cope with the challenges, most organisations will be raising salaries. But will the scale of the increases be satisfactory to candidates?

1% Increase by more than 20%

18% Increase by 10-20%

63% Increase by less than 10%

17% No change

1% Decrease

*Employers were asked how salaries in the organisation will change in 2024

Smaller increases aren't surprising when the organisations say the biggest obstacles to current strategic goals are:

0

Rising costs for businesses

0

Organisational finances or budgets are limited

0

Rising cost of living for staff

Aside from salries, what else helps organisations attract employees? According to employers, the most common are:

44% Challenging role or projects

40% Job security

36% Work model (e.g. remote)

35% Career development initiatives

28% Employer brand and reputation

*5 most frequent answers

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CAREER DEVELOPMENT PLANS

Despite a slowdown in recruitment in 2023 and a decline in economic sentiment, most specialists and managers remain optimistic about their career prospects. Experienced professionals are well aware of the value of their skills, which they believe will continue to be highly sought after by employers, even in the face of uncertain market conditions and fewer job opportunities.

It's worth noting that while there have been some layoffs in the past year, they have been relatively few and far between. Additionally, the low unemployment rate and persistent skill shortage in Poland means that professionals who do lose their jobs are able to quickly find new employment opportunities. While finding a new job or negotiating a higher salary may be more challenging than during the post-pandemic recruitment boom, it is still very much achievable.

When looking to the future, professionals are optimistic about their career prospects. The majority of respondents do not plan to change jobs in 2024, but 40% are open to interesting offers. Meanwhile, 18% of professionals plan to take up employment in another organisation, which is almost the same as the previous year. Overall, professionals feel positive about their future career prospects and believe that 2024 could be better than 2023.

Specialists and managers mostly positively assess their career prospects for 2024.

Positively

Hard to say

Negatively

53%

33%

14%

Although the majority of employees are happy with their current jobs...

11% Very satisfied

58% Satisfied

26% Dissatisfied

5% Very dissatisfied

*Specialists were asked how satisfied they are with their current job

And an increasing percentage of respondents feel that their employer helps them develop the necessary skills....

Yes

No

80 60 40 20 0

2023 2024

65%

35%

69%

31%

When asked about their plans for the coming year, many want to change jobs or are open to job offers.

22% I plan to stay in the same role with my current organisation

40% I plan to stay with my organisation, but I'm open to new opportunities

9% I plan to stay with my organisation, but in a higher or different role

18% I plan to change organisation

7% I plan to follow a completely different career path

*The remaining 4% plan to start their own business or a combination of the above options

As the reason for seeking a different job, professionals most often point to:

0

Salary level

0

Lack of long-term opportunities

0

Lack of career development opportunities

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REGIONAL CHALLENGES

While the main recruitment trends and conclusions from our research are applicable to the wider Polish labour market, we understand that certain factors such as unemployment rates, industry developments, new investments, and staffing shortages may vary across different regions of the country.

Read on to gain a better understanding of the development prospects and challenges facing local labour markets in the coming months, with the insights and assessments provided by our experts at Hays Poland.

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Pomerania is currently experiencing a significant growth in its maritime sector, which is proving to be a key driver of the region's economic recovery.

Offshore projects, in particular, are expanding rapidly, and the Tricity area remains an attractive destination for investors seeking highly skilled professionals.

However, in the coming months, employers in the region will face a new challenge - the need to retain their top talent despite budget constraints.

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The year 2023 was marked by a great deal of uncertainty, and its impact was felt differently across various sectors.

While the majority of organisations in the Warsaw market faced recruitment challenges, the scale of these difficulties was somewhat smaller than in other regions.

Despite these challenges, however, many employers were able to adapt and learn to operate more efficiently in the face of uncertainty.

As a result, they are now well-prepared to face the challenges of 2024 and beyond.

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Upper Silesia remains one of the most attractive markets in Poland, Europe, and even the world.

The region continues to attract significant investment in warehouse, production, BSS, and IT industries, leading to a growing diversification of the local economy.

In order to maintain their competitive position, organisations in Silesia must focus on building attractive offers for both current and future employees.

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The labour market in Lesser Poland has undergone significant changes in recent months, resulting in a somewhat ambiguous situation.

However, despite these challenges, the region remains stable and continues to attract interest from investors.

One of the key factors driving this is the maturity of the local business services sector, which has made Cracow the centre of the Polish BSS industry.

With a reputation that extends beyond Poland's borders, the city is well-positioned to continue attracting investment and driving economic growth in the region.

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Greater Poland offers favourable conditions for the development of small and medium-sized businesses, making the region an attractive destination for both domestic and international investors.

In 2023, employers in the region faced significant competition and staffing shortages, highlighting the need for businesses to focus on attracting and retaining top talent.

Looking ahead, we can expect to see continued growth and development in the engineering and IT sectors.

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Lower Silesia has won the title of 'Polish Silicon Valley' for the second time, a testament to the largest number of technology start-ups being created in the region.

Investors are attracted to the region by its thriving academic environment and potential for warehousing.

Last year, we saw the expansion of modern logistics parks, and this trend is expected to continue in 2024.

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The anticipated recruitment challenges and professionals' openness to changing jobs could significantly impact the dynamics of the labour market in 2024. This could also have a notable impact on workforce strategies and skill requirements for organisations.

Curious about how these shifts may impact salary trends? Find out how the salaries offered to experts have changed over the past year.

Labour Market Trends & Salaries

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