Polish firms increasingly face labor shortages, prompting debate over the value of experienced workers aged 50 and over amidst ageism concerns.
Experience Over Rotation
Employment experts emphasize that individuals in their fifties bring competencies increasingly rare in younger generations, including professional knowledge, practical experience, job stability, and loyalty.
Mikołaj Zając of Conperio notes that, unlike Gen Z and Millennials who often leave a position after two to three years, older workers are more likely to remain with a single company long-term.
Today’s Fifty-Year-Olds: A Different Profile
Today’s fifty-year-olds differ significantly from their peers a decade ago, with many possessing strong skills in IT systems, accounting, logistics, and sales.
Conperio research also indicates this age group takes the fewest unjustified sick days.
Untapped Potential Amidst Staff Shortages
Despite growing demand for workers and an aging population, those aged fifty and over continue to face significant barriers in the Polish labor market.
Data from the Ministry of Family, Labor and Social Policy shows 211,700 unemployed individuals in this age group at the end of 2024, a 0.2 percent increase year-over-year.
Public Opinion Confirms the Problem
A Hays Poland survey reveals that 90 percent of respondents believe it is harder for those over 50 to find employment.
Research by the Polish Economic Institute shows older candidates receive fewer interview invitations, even with comparable qualifications to younger applicants.
Job Ad Language Still Excludes
Analysis of hundreds of job postings reveals ageism begins in communication, with “young” appearing 27 times, and “dynamic” and “energetic” appearing 29 and 7 times respectively, often implying a preference for youth.
Stereotypes Persist Despite Evidence
Managers from eight OECD countries confirmed strong stereotypes portraying older workers as less capable of learning and adapting to new technologies, according to Anna Potocka-Domin of PulsHR.
However, the same respondents acknowledged that employees over 45 perform as well as, or even better than, their younger colleagues.
Demographic Trends Demand Action
Experts warn Poland has a low employment rate for those aged 55-64.
GUS forecasts that by 2030, the number of people over 60 will reach nearly 11 million, and exceed 13.5 million by 2050, representing almost 40 percent of the population.
Marginalization Risks Long-Term Consequences
Krzysztof Inglot of Personnel Service warns that continued marginalization of workers over fifty could create a difficult-to-reverse situation.
Job Loss Often Means Career End
Data from the Center for Retirement Research at Boston College shows that one in four individuals aged 50-65 who lose their job do not return to the workforce.
Those who do often accept lower wages—an average of 11 percent less, with even larger decreases for men.
Individuals aged 55-64 remain unemployed for an average of 26 weeks, significantly longer than younger age groups.
Ageism as Everyday Practice
A Personnel Service survey indicates 55 percent of Poles expect to work beyond retirement age, while 77 percent fear their pension will not provide an adequate standard of living, particularly among women.
Krzysztof Inglot states that ageism is a daily reality, emphasizing the need for flexible employment options, retraining programs, and incentives for employers.
Systemic Support is a Starting Point
Regulations introduced in June of last year provide funding for hiring those over 50—up to 50 percent of the minimum wage for one year, and two years for pensioners.
Experts view these changes positively but consider them insufficient, suggesting potential tax exemptions for those over 55, similar to those for individuals under 26.
Shifting Employment Models
Employers are increasingly moving away from traditional full-time employment, especially for those with statutory protection periods.
Agnieszka Operhalska of Business Insider notes that employers are reassessing, as more people are leaving the workforce than entering it, and full-time employment for protected age groups carries risk.
Consequently, contracts, project-based work, and temporary collaborations are becoming more common.
Updating Skills is Crucial
Experts agree that adapting to new labor market realities is more important than changing careers.
Operhalska notes that “frozen competencies” are a problem, and those who do not update their skills will become obsolete, regardless of age.