Labor costs in Poland have risen again. In the fourth quarter of 2025, the employment cost index increased by 7,7% year-on-year and by 5,0% compared to the beginning of 2025, reaching 170,6, according to data from the Central Statistical Office (GUS). The highest index values were recorded in the healthcare and social assistance sectors, as well as in the transport and logistics sector. In response to rising expenses, companies are increasingly turning to hybrid solutions. As analyses by the Progres Group show, more and more companies operate a model combining permanent teams with temporary workers who support organizations during peak times. The number of people interested in on-call work is also growing.
The increase in labor costs is visible across all sectors of the economy, but its scale varies significantly depending on the industry. The highest index values in the fourth quarter of 2025 were recorded in healthcare and social assistance (192,0) and transportation and storage (190,0). High levels also remain in support activities (180,7), public administration and national defense (179,2), and the culture and recreation sector (179,6).
Everyone is getting hit in the pocket, Poland is among the most expensive labor markets in the EU
Next in line are education (169,3), accommodation and catering (169,1), water, sewage and waste management (168,2), industrial processing (167,7), financial and insurance activities (167,2), and professional, scientific, and technical activities (167,1). Slightly lower values were recorded in information and communication (166,0), trade (165,3), and energy (164,8).
The lowest levels – although still higher than the European Union average – are found in other services (160,7), real estate services (162,9), construction (162,2) and mining (147,8).
Poland remains among the top EU countries in terms of the employment cost index, trailing only Romania (172,7), Lithuania (176,7), Hungary (180,0), and Bulgaria (191,1). At the same time, labor costs in Poland are significantly higher than in many Western European countries – for comparison, the index is 110,7 in Italy, 115,2 in France, 116,6 in Denmark, 117,6 in Finland, 118,6 in Spain, and 119,2 in Malta. Rising costs and a slight increase in the number of hours worked are forcing companies to seek new ways of organizing work.
- Statistics Poland (GUS) data shows that we are witnessing a lasting change in business conditions – in the fourth quarter of 2025, labor costs per hour worked were already 70,6% higher than in 2020, while the number of hours worked remained almost unchanged. This means that companies can no longer build an advantage on simply increasing employment, but rather on flexible employment management. Therefore, mixed models – which were recently treated as test solutions – are no longer an option, but a necessity. They allow for maintaining operational stability while simultaneously responding quickly to fluctuating demand. – says Iwona Wieczyńska, regional director at the Progres Group.
This is particularly visible in the manufacturing, logistics, FMCG and trade sectors, where seasonality and order variability require quick adjustments to the scale of employment and the ability to complete each of the assumed tasks.
Work on demand
The hybrid model, often referred to as the "two-gear" system, involves combining permanent teams with temporary workers who can be engaged precisely when needed. In practice, this increasingly means a structure in which approximately 70% of the team is made up of a stable group of employees, and 30% is a flexible pool available "on call"—including students, those combining various careers, and employees returning to the workforce. This approach not only allows for reduced downtime but also better management of costs and overtime.
- The scale of the results demonstrates how much this model transforms the functioning of an organization. In one of our projects, we were able to fill 2,384 additional, unplanned days, which translated into 19,072 man-hours of work performed precisely when needed. Iwona Wieczyńska emphasizes– Data-driven planning is key – this allows response time to changes to be reduced to as little as 53 minutes, allowing staffing shortages to be filled during the same shift. - adds.
Work to be done "right now"
There's no shortage of such offers either. According to analyses by the Progres Group, currently over 36% of recruitment ads are for temporary work, freelance work, or contracts for specific work. Interest in these forms of employment is also growing, especially during seasonal periods – in 2025, it increased by approximately 25–30% compared to 2024. "Immediate start" job offers are also a growing part of the market – they already account for approximately 34% of ads, demonstrating that staffing decisions are now made in hours, not weeks.
Want to know if a hybrid model will work for your company? Progres Group experts will help you assess your employment structure and select solutions tailored to your industry, seasonality, and budget—without strings attached and without hidden costs.
Schedule a free consultation: https://grupaprogres.pl/darmowe-konsultacje-dla-biznesu/ and see how much you can save on flexible team management.
