{"id":171879,"date":"2026-04-21T22:56:06","date_gmt":"2026-04-21T20:56:06","guid":{"rendered":"https:\/\/pl.gigroup.com\/?p=171879"},"modified":"2026-04-28T23:11:19","modified_gmt":"2026-04-28T21:11:19","slug":"labour-market-barometer-2026","status":"publish","type":"post","link":"https:\/\/pl.gigroup.com\/en\/labour-market-barometer-2026\/","title":{"rendered":"Labour Market Barometer 2026: lower willingness to increase employment, greater difficulties in acquiring employees"},"content":{"rendered":"\n

Companies are planning employment more cautiously and less optimistically than a year ago. An increase in headcount in the coming quarter is announced by 13.7% of enterprises, while 9.8% of them plan reductions, according to the \u201cLabour Market Barometer 2026\u201d by Gi Group Holding. At the same time, almost half of organisations indicate difficulties in recruiting at least one group of employees.<\/strong><\/p>\n\n\n\n

New positions mainly in trade and services, cuts in the public sector<\/strong><\/h2>\n\n\n\n

Companies are approaching employment planning even more cautiously than a year ago. An increase in headcount in the coming quarter is announced by 13.7% of enterprises, compared to 16.7% a year earlier, according to the \u201cLabour Market Barometer 2026\u201d by Gi Group Holding. At the same time, the share of those anticipating reductions has doubled \u2013 from 4.9% last year to 9.8%. This is the highest result since 2017. As in previous years, the most frequently indicated scenario remains maintaining the current level of employment, as indicated by 72.2% of enterprises, although here too a slight year-on-year decrease is visible.<\/p>\n\n\n\n

\u2013 Companies are making staffing decisions with even greater caution, focusing on operational efficiency, cost optimisation and ensuring business continuity. They are less likely to plan team expansion and more often allow for reductions or recruitment freezes. In practice, this means focusing on key positions, changes in work organisation and more frequent internal transfers than before \u2013 comments Marcos Segador Arrebola, Managing Director of Gi Group Holding.<\/p>\n\n\n\n

Most often, entities from the trade sector (19%) and services (15%) plan to increase employment, while in manufacturing it is significantly less \u2013 11%. In this sector, stabilisation dominates \u2013 78% of enterprises want to maintain the current level of staff, with a relatively large proportion of companies intending to implement these plans through active recruitment. This may indicate higher employee turnover and the need for ongoing replenishment of staffing shortages. Against this background, the public sector stands out: only 7% of organisations plan to increase employment there, while 13% speak of cuts.<\/p>\n\n\n\n

The greatest willingness to increase employment is declared by medium-sized and large companies \u2013 14% and 16% respectively. In both cases, however, this represents a decrease compared to last year, when such plans were indicated by 20% of medium-sized and 19% of large organisations. Smaller companies, on the other hand, focus on maintaining the current level of employment and approach new recruitment more cautiously.<\/p>\n\n\n\n

Who do companies want to hire?<\/strong><\/h2>\n\n\n\n

Companies planning to increase employment will focus primarily on acquiring mid-level employees (57.8%) and lower-level employees (44.8%). A noteworthy point is the significant increase in interest in recruiting senior management \u2013 more than 16% of enterprises have such plans, compared to 11.8% last year and 7% two years ago.<\/p>\n\n\n\n

\u2013 Recent years have brought a clear change in the structure of recruitment. The most frequently sought employees are no longer lower-level workers, but mid-level ones, which may indicate the impact of automation on operational processes and the growing importance of specialised and coordination competencies. Equally important is the significant increase in demand for senior-level staff. This shift towards roles with a greater impact on strategy, company development and results shows that companies increasingly recognise the role of managerial functions as an important factor of efficiency \u2013 comments Pawe\u0142 Prociak, Managing Director of Wyser Executive Search.<\/p>\n\n\n\n

According to the \u201cLabour Market Barometer 2026\u201d by Gi Group Holding, mid-level employees will be sought primarily by small (65%) and medium-sized companies (60%), mainly from the services sector as well as transport and logistics (both 64%). In turn, large entities (58%) plan to hire for lower-level positions, mainly from the public sector (53%) and transport and logistics (50%). Senior management will most often be sought by medium-sized (17%) and small companies (16%), and in terms of sectors \u2013 trade (24%) and transport and logistics (19%).<\/p>\n\n\n\n

\u2013 Along with the implementation of new technologies, the competency profile of employees is changing, and the ability to combine digital competencies with analytical and business thinking is gaining importance. Companies are increasingly looking for people who can work with data, quickly learn new tools and efficiently use technology to improve processes. At the same time, the importance of soft skills is growing, such as flexibility, communication skills or independence, as well as the willingness to develop \u2013 explains Ewa Michalska, Operations Director at Grafton Recruitment.<\/p>\n\n\n\n

Finding candidates is still not easy<\/strong><\/h2>\n\n\n\n

Although companies\u2019 willingness to increase employment remains limited, 45.7% of companies admit that in recent months they have had difficulties recruiting at least one group of employees. This shows that problems with acquiring candidates still affect a significant part of the market, although their scale is slightly smaller than a year earlier.<\/p>\n\n\n\n

Most often, employers indicate difficulties in acquiring qualified senior-level staff (as much as 14.3%), slightly less often the problem concerns lower-level employees and recruitment at all job levels (in both cases over 12% of indications). Every tenth company has difficulties finding mid-level employees.<\/p>\n\n\n\n

Recruitment challenges are mainly faced by medium-sized companies operating in trade. Small companies relatively more often indicate problems with acquiring senior-level staff, while large organisations \u2013 lower-level employees.<\/p>\n\n\n\n

The most frequently indicated reason for difficulties is excessively high salary expectations of candidates \u2013 mentioned by over 50% of surveyed companies experiencing problems in acquiring employees. Next are mismatched or insufficient competencies of candidates (44.6%), resignations during the recruitment process (35.2%) and a lack of candidates (33.5%).<\/p>\n\n\n\n

\u2013 Data and market observations show that difficulties related to wage pressure, mismatched competencies and withdrawal from recruitment processes have clearly intensified over the past year. As a result, the process of acquiring employees is more demanding and less predictable than a year ago \u2013 explains Grzegorz Gojny, Operations Director at Gi Group.<\/p>\n\n\n\n

Excessively high salary expectations of candidates are a challenge for all types of companies, regardless of their size, although this factor is slightly more often indicated by large and medium-sized enterprises as well as manufacturing companies (58%). The situation is similar with mismatched competencies, which affect entities of various sizes and almost all sectors. Only the public sector indicates it less frequently (35%). Candidate withdrawals during the recruitment process affect large companies to a lesser extent, and are more often mentioned by the services and transport and logistics sectors. A shortage of candidates mainly affects medium-sized entities (40%) and the public sector (43%). An inconvenient location and difficult working conditions are more often a problem for small companies, especially in services and trade. An unsatisfactory working mode is more often indicated by the largest enterprises and the transport and logistics sector.<\/p>\n\n\n\n

\u2013 Recruitment increasingly serves as a precise way of supplementing competency resources. In the context of technological change, cost pressure and uncertainty in the business environment, the importance of a strategic approach to building teams and investing in employee development is growing. These areas are becoming an important factor in companies\u2019 competitiveness \u2013 concludes Grzegorz Gojny, Operations Director at Gi Group.<\/p>\n\n\n\n

Full report can be downloaded here<\/a><\/strong>.<\/p>\n\n\n\n

About the report:<\/strong>
The \u201cLabour Market Barometer 2026\u201d is already the 20th edition of the report prepared since 2014. It was developed by experts of Gi Group Holding based on research conducted by SW Research. The survey among employers was carried out using the CATI method (25.02\u201309.03.2026), and among employees using the CAWI method (23.02\u201303.03.2026). The partners of the report are: Federation of Polish Entrepreneurs, Polish HR Forum and Lewiatan Confederation.<\/p>\n\n\n\n

Gi Group Holding<\/h3>\n\n\n\n

Gi Group Holding is an international employment agency and one of the world\u2019s leading providers of recruitment solutions. It operates in 37 countries across Europe, Asia and the Americas. In Poland, it has been operating since 2007, providing comprehensive HR consulting services, employment optimisation and recruitment of employees at all levels under the brands: Gi Group (recruitment and permanent and temporary employment of lower-level employees, outsourcing), Grafton Recruitment (recruitment of specialists and managerial positions), Wyser Executive Search (recruitment of senior and middle management) and Thomas International (psychometric tools supporting recruitment and development).<\/p>\n\n\n\n

More: https:\/\/www.gigroupholding.com\/polska\/<\/a><\/p>\n\n\n\n

MEDIA CONTACT:<\/h3>\n\n\n\n

Dorota Zawadzka, Communication Manager, spokesperson of Gi Group Holding in Poland
e-mail: dorota.zawadzka@gigroupholding.com<\/a>
tel. +48 724 870 909<\/p>\n","protected":false},"excerpt":{"rendered":"

Companies are planning employment more cautiously and less optimistically than a year ago. An increase in headcount in the coming quarter is announced by 13.7% of enterprises, while 9.8% of them plan reductions, according to the \u201cLabour Market Barometer 2026\u201d by Gi Group Holding. At the same time, almost half of organisations indicate difficulties in […]<\/p>\n","protected":false},"author":42,"featured_media":171854,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[24,4,5],"tags":[],"class_list":["post-171879","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-career-and-development","category-employees","category-employers"],"yoast_head":"\nLabour Market Barometer 2026 | Gi Group<\/title>\n<meta name=\"description\" content=\"Hiring plans are slowing, while recruitment challenges remain high. 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