Demographic changes in Poland and the role of experienced professionals in workforce transformation

Poland, like many other European nations, is facing the economic consequences of an ageing population. With declining birth rates and increasing life expectancy, the proportion of elderly citizens in the total population is rising, leading to several economic and social challenges. One major concern is the shrinking workforce. As fewer young people enter the labour market and more individuals retire, Poland faces potential labour shortages that could hinder productivity and economic growth. This demographic shift also places significant pressure on public finances, as fewer workers contribute to social security and pension systems while demand for healthcare and pension expenditures rises.

According to the World Economic Forum’s Future of Jobs Report 2025, Poland’s working-age population is projected to decline by over 12% by 2035, resulting in a labour force reduction of around 2.1 million workers. This shift is unprecedented in Poland’s modern economic history, where previous labour shortages were often mitigated through migration or structural economic adjustments. The finance sector, among others, is experiencing a critical shortage of skilled professionals due to increasing retirements and lower workforce inflow. These demographic shifts raise concerns about business continuity, operational efficiency, and knowledge transfer within organizations.

Adapting to workforce challenges with flexible employment models
The Hey2024 report highlights that 48% of companies plan to address these challenges by increasing hiring through flexible employment models, such as B2B contracts and project-based work. This trend is particularly relevant for finance and HR roles, where specialised skills are in high demand, but full-time hiring remains constrained by budget considerations. Additionally, as automation and artificial intelligence reshape job structures, experienced professionals with domain-specific expertise are becoming invaluable. Unlike younger, less experienced workers, these individuals possess a deep understanding of industry nuances, making them ideal for consulting and advisory roles. Companies that fail to recognise this shift risk losing institutional knowledge and struggling with inefficiencies.

The rise of fractional leadership: A global perspective
In the UK, businesses are increasingly adopting fractional leadership models to navigate similar workforce challenges. This approach involves engaging senior executives on a part-time basis, allowing companies to access high-level expertise without the commitment of full-time positions. Sara Daw, in her book Strategy and Leadership as Service, discusses how the access economy can be applied to the C-suite, enabling organisations to build flexible and agile leadership teams. This model provides businesses with the necessary expertise without the long-term commitment and cost associated with full-time executive hires.

The trend is gaining traction across various industries in the UK, including marketing, finance, and technology. Companies recognise the benefits of fractional leadership, such as cost savings, access to specialised skills, and the ability to adapt quickly to changing market conditions. The rise of fractional leaders is not just a passing trend but represents a paradigm shift in how professionals approach their roles, allowing them to contribute their expertise to multiple organisations simultaneously.

Oryx Group’s approach to workforce transformation
At Oryx Group, we embrace both the outsourced CFO model and fractional leadership. Our approach matches experienced professionals with the business needs of our clients, creating added value while offering flexible work opportunities to seasoned experts who are not yet ready to leave the job market. Many companies require temporary financial expertise, and our service model provides senior-level professionals across various business functions. This solution is particularly beneficial for large companies undergoing transitions or working on specific projects.

An outsourced CFO provides businesses with flexibility and a tailored approach to their challenges. This model enables experienced CFOs to work a fraction of the time while still making a significant impact. For finance experts, it offers an opportunity to apply their knowledge and experience gained throughout their long careers. Engaging professionals who are close to or at retirement age but still have the passion and drive to support businesses is a solution largely enabled through outsourced CFO and fractional leadership models.

A sustainable future: leveraging experienced professionals
Fractional leadership reintroduces experienced professionals into the job market, allowing them to share their knowledge with younger professionals. The pressure of demographic changes is driving innovative workforce solutions and transforming the role of experienced professionals within organisations. Poland’s demographic evolution presents both challenges and opportunities for the labour market. As the workforce ages and traditional employment models evolve, companies that embrace fractional employment strategies will gain a competitive edge. Leveraging the expertise of seasoned professionals can help businesses navigate talent shortages while maintaining operational efficiency.

Ultimately, the success of workforce transformation depends on businesses embracing agility and leveraging talent pools in innovative ways. Companies that recognise the value of experienced professionals and integrate them strategically will not only address skills shortages but also drive sustainable growth in an increasingly complex business environment. The fractional hiring model is not just for large enterprises – SMEs can also benefit from accessing top-tier expertise in a flexible, cost-effective manner, making it a scalable solution for businesses of all sizes.

About Oryx Group
Oryx Group (www.oryx.pl) is a team of experienced business practitioners with expertise in finance, accounting, operations, HR, logistics, and business development. They support companies through both ongoing fractional collaboration and project-based engagements. Their ability to swiftly diagnose business issues, propose optimal solutions, and assist with implementation makes them a valuable partner for companies navigating workforce transformation.