How to Support Foreign Workers in Adapting to Life in Poland?
- dariafulei
- Nov 28
- 3 min read
The labour market in Poland is changing dynamically, and more and more companies are recruiting foreign workers to fill staffing gaps. At the end of December 2024, 1,064,100 foreigners were working in Poland, accounting for around 6.8% of all employed persons, and by March 2025 this number had increased to 1,067,000. (stat.gov.pl)
The growing number of foreign workers and their cultural diversity make support in adaptation and integration increasingly crucial. Companies must not only ensure legal and formal employment but also help workers adjust to life in Poland so they can function effectively both at work and in their daily lives.
From a broader European perspective, the importance of migrants in the labour market is steadily increasing. According to the European Commission (Home Affairs), in 2023 people born outside the EU accounted for about 6% of the total EU labour force, whereas in 2010 it was only 2%. This shows that Poland is following the path of a growing share of foreigners in employment, which further highlights the importance of effective integration and support for new workers.
New regulations introduced in 2025, including the Act on the Permissibility of Employing Foreigners, bring digitalisation of procedures, a requirement for clear contracts, and greater transparency in employment. However, formalities are only the beginning — conscious support for employees in the process of adaptation and integration is equally important.
Good Support Practices
1. Formal Support
Bilingual contracts and informational materials
Assistance with formalities: residence card, visa, work permit, registration of residence, health insurance, etc.
Information on labour rights, taxes, and social benefits
2. Language and Cultural Support
Polish language courses or e-learning platforms
A buddy system or mentor to help understand everyday life in Poland
Integration meetings within the company
3. Social and Family Support
Assistance with accommodation and navigating daily life
Support for employees’ families (children’s education, educational materials in their native language)
Information on local communities and events
4. Organizational Culture and Communication
Clear communication of company values related to diversity and inclusion
Transparent communication of expectations and responsibilities
Creating a space for expressing opinions and reporting needs
5. Professional Development and Career Paths
Individual development plans and training tailored to experience
Opportunities for promotion and involvement in integration projects
Regular feedback and mentoring
6. Cooperation with Institutions and Integration Programmes
Use of governmental and EU programmes for migrants
Partnerships with organizations supporting integration
Engaging the team in diversity-supporting initiatives
Benefits for the Company and Employees
Engaged and loyal employees — better productivity and lower turnover
A friendly and responsible employer image — easier attraction of new talent
Better cultural understanding and improved team communication
Social and developmental support for employees and their families
Effective support for foreign workers in their adaptation is now not only an element of responsible HR policy but a strategic direction for organizational development. In the face of the growing number of foreigners in the Polish labour market, companies that implement comprehensive integration measures build more stable teams, improve operational efficiency, and strengthen their position as attractive employers.
Integration is therefore becoming a process that genuinely influences work quality, organizational culture, and the long-term growth of the company — which is why it should be viewed as an investment in the organization's future.
