The employment of foreign nationals in Poland’s business services sector has undergone a clear evolution. The latest ABSL study, conducted in cooperation with EY, shows that migration is no longer a response to short‑term staff shortages. Today, it is a tool for building competencies, integrating with global structures, and improving service quality.

Stability instead of uncertainty

Most companies declare that they will maintain their current level of foreign‑national employment in the coming months, with a significant group planning further, though moderate, growth. At the same time, approaches that assume reductions exclusively among foreign employees are virtually absent. This is a clear signal that foreign nationals are seen as a permanent part of organizations, not as a flexible buffer during periods of slowdown.

A shift in motivation: from shortages to competencies

Companies are increasingly less likely to cite costs or a lack of local candidates as the main reasons for employing foreign nationals. Instead, the need to leverage knowledge, experience, and competencies available within international corporate structures is coming to the forefront, along with the goal of building teams capable of handling advanced business processes.

“The most important conclusion of the study is the shift in motivation for employing foreign nationals. The decisive factor is the need to leverage the knowledge and competencies of employees from foreign organizational structures”, Michał Wysłocki, Senior Manager, Immigration, EY Poland, points out.

Technology does not limit migration

Contrary to common assumptions, technological transformation does not lead to a reduction in the employment of foreign nationals. In most companies, it has no impact on employment levels, while in one in five organizations it actually increases demand for foreign employees - often those with very narrow and advanced skill sets.

“Technology does not act as a substitute for work, but as a factor that raises the competency threshold", Michał Wysłocki, comments.

Stable forms of employment as the standard

The study clearly shows that employment contracts remain the dominant form of employing foreign nationals in the business services sector. Civil‑law contracts and B2B arrangements play a marginal role. This confirms companies’ long‑term approach to international talent and their commitment to building stable, compliant employment models.

Integration – untapped potential

At the same time, the study reveals a clear gap between awareness and practice in the area of onboarding and integration. While an overwhelming majority of companies believe that foreign nationals should receive additional support regarding legal matters, obligations, and the realities of living in Poland, more than half of organizations do not apply any dedicated solutions.

“The integration of foreign nationals is still often treated as a ‘soft’ issue rather than an element of operational risk management and productivity", Michał Wysłocki adds.

Talent‑driven migration

The study’s results show that the business services sector in Poland is ready for talent‑driven migration, where competencies, innovation, and team integration play a key role. Fully leveraging this potential, however, requires not only efficient administrative procedures, but also employer‑side investment in onboarding, integration, and long‑term management of international talent.