Increasingly difficult in the labour market.

The Polish labor market has become increasingly challenging, as highlighted in the latest edition of the Monitor Rynku Pracy report prepared jointly by the Randstad Research Institute and Pollster Institute. According to the findings, the average time required to find new employment in Poland has reached its highest level ever—4.5 months. This marks a significant increase compared to the same period last year, when the average was just 3.3 months. The report indicates that while the growth in job search duration is relatively modest when compared to the previous quarter, the overall trend underscores a growing difficulty in securing new employment opportunities.

The data reveals that individuals aged between 50 and 64 years face the most substantial challenges in finding work. These workers spend an average of 8.7 months searching for new positions, which represents a notable jump from the previous edition of the report, where this group took an average of 7.2 months to secure new employment. In contrast, younger workers, particularly those aged 40 to 49, have experienced a decrease in their job search duration, with an average of 2.8 months. This suggests that while certain age groups are struggling more than others, there are also signs of varying dynamics within the labor market.

The report further highlights differences based on educational attainment. Workers with basic education require the shortest time to find new jobs, averaging around 3.1 months, whereas those with higher education degrees take significantly longer—approximately six months on average. This disparity reflects broader trends in how education influences employability and the ability to transition into new roles.

A decline in employee turnover has also been observed. Only 15 percent of employees changed employers in the first quarter of 2026, a drop of four percentage points compared to the middle of the previous year. This shift indicates that many workers are choosing stability over change, often opting to seek advancement within their current organizations rather than switching employers entirely. Notably, internal promotions have increased, especially in sectors such as information technology and telecommunications, where nearly one-third of employees have moved to new roles within their existing companies.

Younger workers, specifically those aged 18 to 29, remain the most active in seeking new employment opportunities. Their turnover rate reaches up to 26 percent, indicating that they continue to explore new possibilities despite the overall slowdown in labor market dynamics. In contrast, older and more experienced professionals, including mid-level management staff and those above the age of 40, exhibit much lower turnover rates, typically ranging from 9 to 10 percent. This divergence highlights differing priorities and risk assessments among various demographic segments of the workforce.

According to the research methodology, the survey was conducted among employed individuals who work at least 24 hours per week under various types of contracts, including full-time employment, civil law contracts, and self-employment agreements. The study was carried out between February 26 and March 4, 2026, involving a representative sample of 1,000 respondents, ensuring coverage across all age groups, genders, and regions of residence.

Experts note that the reduced turnover rate should be interpreted cautiously. While it might initially appear positive for firms, it could indicate underlying issues such as dissatisfaction or lack of alternatives for some employees. As explained by HR managers, the current low turnover does not necessarily reflect high satisfaction but rather a pragmatic approach driven by the need for security amidst uncertain economic conditions.

The extended duration of job searches and the reluctance to switch employers point towards a more cautious attitude among job seekers. Many are hesitant to take risks, preferring familiar environments even if they are not fully satisfied. Additionally, concerns about financial compensation play a crucial role, with a significant portion of job seekers rating available offers as either low or very low quality. This situation affects both the willingness to pursue new opportunities and the perception of potential benefits associated with changing jobs.

Despite these challenges, there are indications of slight improvements in confidence levels regarding future employment prospects. A smaller proportion of workers fear losing their current jobs or failing to renew their contracts in the near future. However, the number of individuals seriously considering such scenarios has increased slightly, reflecting ongoing uncertainties in the labor market landscape.