The most recent data from Statistics Poland (GUS) indicate that in 2024 approximately 19,500 people previously residing abroad returned to Poland for permanent residence—around 30% more than the year before. The net migration balance reached a positive level (+9,300). From an HR perspective, this represents an increase in labor supply; however, at the level of the entire economy, it remains numerically limited. For comparison, between 2023 and 2024 nearly 50,000 additional migrants entered Poland to take up employment.
At the same time, the number of Poles staying abroad temporarily remains stable at approximately 1.5–1.6 million people. This indicates that despite the increase in returns, emigration remains a structural and long-term phenomenon. It should also be noted that official registration statistics do not capture all forms of circular migration or temporary returns, which further complicates precise assessment of the scale of the phenomenon.
The geographical structure of emigration has remained stable for years and largely determines the direction of return migration. The largest Polish communities abroad are located in Germany, the United Kingdom, the Netherlands, as well as in Scandinavian and other Western European countries. These are labor markets characterized by high employment standards and relatively high wages, which significantly influence the competency profile of returning workers.
The main emigration destinations, which are also the primary potential sources of return migration, include:
Germany – over 400,000 Poles,
United Kingdom – over 440,000,
Netherlands – over 110,000,
Ireland, Belgium, France, and Scandinavian countries.
Individuals returning from these countries often possess experience in international work environments, foreign language skills, and organizational competencies acquired in developed economies. At the same time, their salary expectations and employment standards are typically higher than those of workers without migration experience. For employers, this means adapting job offers and compensation policies to the rising expectations of this group.
Analyzing the profile of returning emigrants is challenging due to the limited availability of detailed nationwide statistical data. There are no comprehensive and up-to-date datasets presenting the precise occupational structure, educational levels, or employment sectors of those returning.
Available analyses indicate several recurring trends. Returnees are often of working age, most commonly between 30 and 45 years old, and have already gained professional experience abroad. Many return with their families—sometimes entirely Polish families, sometimes mixed-nationality couples—indicating a long-term decision to settle in Poland. Returns are observed both among manual workers previously employed in sectors such as manufacturing, logistics, or construction, and among specialists, particularly in technical fields and IT.
With regard to the length of stay abroad, significant informational gaps also exist. There are no comprehensive and current statistics clearly indicating whether short-term or long-term migrants return more frequently.
Based on qualitative analyses, certain motivational differences can be observed. Short-term migrants more often decide to return in response to changes in economic conditions, labor market dynamics, or rising living costs in destination countries.
In contrast, long-term migrants’ returns are more frequently linked to family and life decisions, such as children’s education, the need for stability, or returning after achieving a certain level of financial security. Many migrants decide to return for practical reasons—for example, wanting their children to grow up and attend school in Poland, learn the Polish language and culture, and maintain closer contact with family members.
It is also noteworthy that recent discussions in the United Kingdom have focused on significantly tightening the rules for obtaining permanent residence. Although the regulations have not yet entered into force, their announcement may encourage some migrants to consider returning to Poland. The pathway to permanent residence is expected to be extended from 5 to 10 years, with possibilities for shortening it dependent on being of “high value to the economy”—meaning it may be easier for individuals working in specialized professions, but also for those engaged in volunteering, community involvement, or local initiatives.
Decisions to return to Poland are multi-factorial and rarely result from a single trigger. Qualitative analyses indicate that rising living costs in Western European countries are one of the significant drivers of return. Simultaneously, improvements in the quality of life in Poland, infrastructure development, and wage growth increase the country’s attractiveness.
Family and social factors also play an important role, including the desire to raise children in the country of origin or to care for relatives. In many cases, the decision to return follows financial stabilization abroad and a willingness to begin a new professional stage in Poland. These factors are structural and long-term in nature rather than temporary migration impulses.
In the short term, return migration increases labor availability and may positively influence the transfer of competencies and experience acquired abroad. Returnees often bring new work standards, familiarity with modern processes, and language skills, increasing their value to employers.
However, the scale of returns remains insufficient to significantly alter the structural condition of the labor market. Poland continues to face labor shortages resulting from population aging and a declining number of people of working age. This means that return migration can only partially alleviate labor supply constraints and does not constitute a systemic solution.
A potential increase in return migration depends on numerous economic and social factors. Key determinants include wage competitiveness in Poland, stability of the legal and tax system, housing availability, and the quality of public services. These factors are subject to ongoing change and do not always provide sufficient incentives for return. An important element is also the availability of remote and hybrid work, enabling individuals to combine employment in foreign companies with residence in Poland.
Nevertheless, the potential of re-emigration should be assessed realistically. A significant proportion of emigrants have permanently settled abroad, which limits the possible scale of returns. Consequently, return migration should not be treated as the primary source of addressing labor shortages in Poland.
From a labor market perspective, the return of Polish nationals does not eliminate the need to employ foreign workers. Labor shortages persist in many sectors of the economy, particularly in construction, logistics, manufacturing, and technical and IT industries. The scale of returns is insufficient to replace the inflow of foreign workers.
In practice, both processes—return migration and labor migration to Poland—will continue to function in parallel. In certain segments, especially specialized ones, returnees may increase competition for specific positions. However, in many sectors structural labor deficits will remain, sustaining demand for foreign workers.
Re-emigrants represent a valuable group of candidates, often possessing strong competencies and international experience. At the same time, their expectations regarding wages, employment stability, and workplace quality are typically higher, requiring appropriately designed HR strategies.
Employers and recruitment agencies should develop dual-track strategies: on the one hand, actively attracting returning Poles, and on the other, continuing recruitment and integration activities for foreign workers. The development of retention programs is equally important, as both returnees and foreign employees are mobile groups sensitive to employment conditions.
The return of Polish emigrants constitutes an important component of contemporary migration processes; however, its scale remains limited and cannot replace labor migration of foreign nationals. From a labor market perspective, re-emigration primarily plays a complementary role, increasing labor supply and strengthening competency transfer.
For employers and recruitment agencies, adopting a long-term strategy that treats return migration as one element of workforce development—rather than as an alternative to foreign labor migration—will be crucial. In the coming years, both processes will coexist and jointly shape Poland’s employment structure.
