By Karolina Assi, Berlitz
With Poland’s unemployment rate standing at 3.0%, companies are facing a critical shortage of skilled workers. Projections indicate that the domestic labour market could shrink by as many as 2.1 million workers by 2035. At the same time, over 1 million foreign workers from 150 countries are already contributing to the Polish workforce. The paradox is clear: while joblessness in Poland is low, demographic decline – and with it, a shortage of skilled Polish workers – is on the rise.
Language competencies can serve as a strategic bridge between this labour paradox and Poland’s broader demographic and economic challenges. Improved language skills facilitate cross-border collaboration, access to global markets and the adoption of advanced technologies.
Poland’s demographic decline and language competencies
The connection between Poland’s demographic decline and language competencies lies in how a shrinking domestic workforce and rapid technological changes force employers to rethink how they source and develop skills.
As Poland’s local workforce declines as a direct result of a demographic decline caused by low birth rates and an ageing population, companies increasingly rely on foreign talent to fill the gap. However, language barriers pose a significant challenge to the integration of these workers into the workforce, affecting communication and productivity.
At the same time, Poland is experiencing rapid technological advancements. According to the Unlocking Poland’s AI Potential in the Digital Decade – Phase II report, conducted by Strand Partners and commissioned by Amazon Web Services (AWS), 36% of Polish companies have already adopted AI in 2024. This rapid adoption of AI and other digital technologies is reshaping job roles and increasing the need for advanced skills, including strong language capabilities. AI systems often require workers who can interpret complex technical data, engage with international teams and access global knowledge bases – tasks that depend on language competence.
In short, language skills become a strategic asset that not only helps bridge the labour shortage caused by demographic decline but also enables employees to effectively adapt to and leverage AI-driven changes in the workplace.
Language competencies – key to bridging Poland’s labour gaps
According to the European Centre for the Development of Vocational Training, 56% of Poland’s workforce will require high-level qualifications by 2025, including proficiency in English to access international certifications and training programmes. This means that Polish employees need to strengthen their language competencies, particularly in business English, to stay relevant in a job market where they’re now competing with foreigners from over 150 countries who are often multilingual.
On the other hand, companies that hire foreign workers due to shortages in the domestic workforce face another challenge: foreigners often don’t speak Polish fluently enough to navigate local workplace protocols, engage effectively with clients and fully integrate into the company culture. So, while basic roles in construction or transport companies may not require fluent Polish, companies in other sectors – such as healthcare, education and advanced technical services – rely on strong Polish language skills for precise communication, regulatory compliance and teamwork.
That’s why investing in language training – both as individuals seeking employment and companies willing to upskill their workforce – is so critical.
For Polish employees, improving language skills means bridging the gap between their current capabilities and the evolving demands of the global marketplace. For foreign workers, enhanced proficiency in Polish can ease bureaucratic delays and minimise exploitation risks by fostering direct communication with local colleagues and clients. Programs focused on Polish for workplace communication can help these workers transition from low-skilled positions to more advanced roles, reducing companies’ reliance on temporary or low-skilled labour.
Aside from that, with the increased adoption of artificial intelligence in Poland, Polish employees must be able to collaborate with international teams and navigate new digital tools. For remote work in fields like IT and finance, strong English skills enable companies to tap into global talent pools. At the same time, training older workers in languages such as English allows them to adapt to digital innovations and extend their productive careers, thereby mitigating some effects of the projected demographic decline.
Plus, Polish workers can benefit financially from proficient language skills. The Wage Premium from Foreign Language Skills paper conducted in collaboration with the Global Labor Organization (GLO) found that the advanced command of a foreign language can bring a 6% wage premium to individuals working in Poland.
How employers can prepare for tougher HR requirements now and in the near future
To address Poland’s labour market challenges, employers must adopt multifaceted strategies that prioritise language competencies.
For starters, partnering with established language schools like Berlitz can provide tailored, sector-specific training programs – such as technical German for engineers or business English for specialists – ensuring employees gain skills directly aligned with industry demands. Aside from that, linking career advancement to language certifications can help employers incentivise continuous learning while aligning talent development with global standards.
At the same time, employers should focus on fostering a language-friendly workplace. For instance, HR departments can design multilingual onboarding materials, translating safety protocols or compliance guidelines into Ukrainian, Polish and English to accelerate integration and reduce risks.
Thanks to technological advancement, companies can integrate AI tools like Grammarly or ChatGPT into their tech stack and encourage their employees to use them to streamline cross-language communication and minimise errors in emails or technical documentation.
Aside from that, advocating for EU-funded initiatives like Erasmus+ vocational programmes can subsidise language training for sectors such as healthcare and green energy. Simultaneously, employers should push for streamlined visa processes for fluent speakers in critical roles, reducing bureaucratic delays that stall recruitment. Poland’s ongoing CEDEFOP-aligned vocational reforms, which integrate language training into technical education, providing a promising blueprint for matching curricula with industry needs.
Focusing on language competencies isn’t optional anymore
With unemployment at record lows yet critical skill shortages and a shrinking workforce, language competencies are no longer a nice-to-have but a strategic necessity in Poland. Multilingualism equips Polish workers to compete globally, integrates foreign talent into high-skilled roles and aligns with EU priorities like green energy and digital transformation. For instance, Business English unlocks access to certifications for tech roles, while Polish fluency accelerates migrant integration into sectors like healthcare.
Employers must act decisively by investing in training via partnerships with institutions like Berlitz for sector-specific programs, aligning talent strategies with EU-funded initiatives and championing inclusivity through policies that retain foreign workers long-term.
Poland’s future competitiveness hinges on a workforce fluent in global languages and local needs. Prioritising language skills today ensures resilience tomorrow.
