As the economic landscape evolves, the focus of social dialogue increasingly encompasses directions for economic change. Employer organizations are collecting experiences from Polish companies to identify areas needing attention and are presenting these findings to the administration in the form of research, positions, and recommendations. This approach allows the needs of businesses to contribute to a broader debate about the labor market and the competitiveness of the economy.
This collaborative effort was evident at this year’s Economic Forum in Karpacz, where the Polish Employers’ Organization (ZPP) and the Ministry of Digitalization presented a report titled “The State, Business, Technology: Poland’s Path to Digital Leadership,” focusing on digital technologies and the conditions necessary for the growth of Polish tech companies. The discourse on digitalization directly linked to labor market issues, particularly the availability of specialists and companies’ capacity to implement new solutions.
The representation of Polish businesses is crucial. The ZPP project, “From Conversation to Legislation: Strengthening the Role of Social Dialogue,” aims to establish this perspective. National-level research within this initiative has involved over 160 representatives from management teams of businesses affiliated with employer organizations participating in the Social Dialogue Council. The study titled “Best Practices in Social Consultation” included 148 representatives from companies experienced in consultations. Results indicate the practical significance of employer organizations for Polish firms, with 38.5% of respondents identifying such organizations as key sources of information about ongoing consultations. For companies lacking their own resources to monitor legislation continuously, these organizations provide a channel for information access and a means to assess the implications of planned changes.
Respondents highlighted informing, educating, and facilitating experience exchange among companies as primary functions of employer organizations. The report also recommends enhancing their expert roles, allowing entrepreneurs easier access to analyses necessary for developing public policies and laws. The involvement of businesses in social dialogue primarily stems from practical needs. In the “Best Practices in Social Consultation” study, 45.3% of respondents cited protecting their company’s interests as one of the main reasons for participation, driven by the costs of new obligations, workforce availability, and the ability to implement technology.
Technology is increasingly reshaping the labor market. According to an analysis by NASK and the International Labour Organization, approximately 30% of jobs in Poland are susceptible to the influence of generative artificial intelligence. For Polish companies, this underscores the necessity of adapting processes and developing team competencies. Technological change also intersects with demographic trends, as by the end of 2025, around 21.7 million people will be of working age in Poland, a decline from the previous year. Therefore, the competitiveness of Polish enterprises increasingly hinges on employee retention, facilitating returns after breaks, and developing competencies throughout their careers.
At the intersection of corporate needs, employee situations, and public policy, social dialogue becomes particularly relevant. The ZPP addresses these issues within labor market initiatives involving both employers and employees. Research and consultations allow for the comparison of experiences from both sides and the formulation of recommendations for social dialogue. Addressing inclusivity is critical; the project “Every Talent Counts – Inclusive Employment” focuses on individuals who wish to work but face barriers limiting their professional activity, including workers aged 50 and over, those with chronic illnesses and disabilities, neurodiverse individuals, parents—especially mothers—returning to the labor market, and caregivers of dependents. Together with social and business partners, the ZPP seeks solutions that enhance employment accessibility and address workforce challenges. One proposal is a pilot Fund for Inclusivity in Employment, with a suggested allocation of 50 million PLN from the Labor Fund reserve without establishing a new targeted fund. The support could include adjustments to workplaces and job organization, technologies enhancing accessibility, training, reskilling, and assistance for returns to work after illness or caregiving breaks, along with selected caregiving services.
The second focus pertains to legislation. The coalition proposes greater flexibility in utilizing the Company Social Benefits Fund to facilitate financing for preventive measures and medical packages, psychological support, rehabilitation, and care for dependents, aiming for better use of existing tools already functioning in businesses. Proposals have also been submitted to the Parliament, where the Parliamentary Team for Inclusivity in Employment is active, serving as a forum for continued collaboration among parliamentarians, administration, social organizations, and businesses. Emilia Szczukowska, the project coordinator at the ZPP, emphasizes, “As companies increasingly face workforce shortages, we cannot afford to let barriers that can be removed push people out of the labor market or hinder their return to employment. Inclusivity is not only an HR policy element but also a response to specific economic and demographic challenges. Thus, we need instruments that facilitate employers in adapting workplaces and job organization to meet the needs of various employee groups.”
Changes in the labor market necessitate dialogue from both sides. A growing number of labor market challenges require perspectives from both employees and employers. This involves competency development, longer working lives, job organization, and reconciling employment with private responsibilities. The ZPP actively engages in these areas through social dialogue initiatives involving both sides of the labor market. Adapting to technological changes is just one aspect of longer occupational activity. Although competency development is significant, it does not eliminate barriers related to age, health status, or job organization. As Jarosław Stawarz, an expert in research and analysis at the ZPP, notes, “We can train an employee in digital skills, but if their age remains a barrier to employment, we are addressing the problem on the wrong side.” From the employers’ perspective, this necessitates a broader view beyond just training. Working conditions, opportunities for further development, and how to manage multigenerational teams also matter. “If we want to utilize employees’ experience longer, discussions cannot end at competencies. We must also consider work organization, health, and conditions allowing individuals to remain active in their careers. These are areas where dialogue between employees and employers is essential,” adds Stawarz.
Similarly, other changes affecting employment, such as caregiving responsibilities, returns after prolonged breaks, equality of opportunity, health issues, and combating discrimination, significantly impact employees’ situations and simultaneously affect companies’ ability to attract and retain talent. Social dialogue allows for the integration of these perspectives and the search for practical solutions that can be operationalized within businesses. A common thread in these efforts is the inquiry into how Polish companies can retain employees, develop their competencies, and better leverage available potential. In an era of accelerating digitalization, an aging population, and growing challenges in workforce acquisition, responses to these questions are increasingly vital for the competitiveness of enterprises and the economy as a whole. Therefore, the role of employer organizations should extend beyond merely reacting to regulatory proposals. Representing the interests of Polish companies requires early identification of ongoing changes, recognizing barriers, and translating the experiences of entrepreneurs and employees into recommendations suitable for dialogue with the administration. Research, consultations, and actions conducted with labor market participants build the knowledge base essential for formulating such proposals. With the rapid pace of technological, organizational, and demographic changes, the significance of timely and experience-based dialogue escalates. The voices of Polish companies must be present right from the stage of diagnosing problems and designing responses, as well as during the development of specific regulations and support instruments. Employer organizations can bridge the perspective of enterprises with insights into employees’ needs, bringing this discussion to the public debate in the form of well-founded recommendations and proposals for change.
This article was produced under the project “From Conversation to Legislation: Strengthening the Role of Social Dialogue,” co-financed by the European Social Fund Plus within the European Funds for Social Development program 2021–2027, project number: FERS.04.03-IP.06-0015/24.
