Friday, 13 March 2026
Manufacturing and logistics companies across Poland have been facing labour shortages for several years. At the same time, a group of available workers continues to be underrepresented in recruitment processes: women aged 50 and above.
Despite their professional experience and willingness to work, candidates in this age group often encounter barriers linked to stereotypes about age and capability. According to labour market specialists at the Polish employment agency Opteamic, these assumptions frequently prevent employers from recognising the potential of a workforce that could help address persistent staffing gaps.
Statistics indicate that many women in mid-career remain economically active. Data from Poland’s Central Statistical Office (GUS) shows that the employment participation rate among women aged 45–54 is around 79 percent. However, the risk of long-term unemployment increases with age, even among candidates with extensive work experience.
Research by the Polish Agency for Enterprise Development (PARP) suggests that individuals over 45 are among the groups most likely to face difficulties in securing employment. Separate analysis by the Polish Economic Institute indicates that candidates under the age of 30 are invited to job interviews roughly twice as often as applicants over 50 with similar qualifications.
One commonly cited concern among employers is the assumption that older workers may struggle with physically demanding roles. However, employment agencies report that this perception often does not reflect actual labour market behaviour.
“Many women aged 50+ who approach employment agencies are ready to start work quickly and are open to positions in production or warehouse operations,” said Edyta Kuczys, Sales Director at Opteamic Group. “In our recruitment processes for temporary positions, we regularly see strong motivation among this group.”
Labour market analysts increasingly view older female workers as a distinct workforce segment with characteristics that differ from younger generations. While recent labour market discussions have focused heavily on the expectations of younger employees, such as Generation Z, the key feature of workers aged 50+ is often stability.
Many individuals in this age group have fewer family obligations compared with earlier stages of their careers, which can translate into greater availability and long-term commitment to employers.
“From our perspective, women aged 50+ represent one of the most stable and loyal groups of employees,” Kuczys noted. “They tend to be focused on long-term employment rather than short-term opportunities.”
Demographic trends are also likely to increase the importance of older workers in the labour market. Poland, like many European countries, is experiencing population ageing. Forecasts from GUS suggest that the number of people of working age could decline by several million by 2035, while the share of workers aged 45 and above will continue to grow.
At the same time, labour shortages remain evident in sectors such as manufacturing and logistics, particularly in regions with strong industrial activity.
According to labour market specialists, companies that adapt their recruitment strategies to include older workers may be better positioned to address these shortages in the future.
“Demographic trends leave little room for doubt,” Kuczys said. “Building a more inclusive approach to generational diversity today could become an important competitive advantage for businesses in the years ahead.”
She added that discussions around labour market equality often focus on gender issues but can also involve age-related barriers, particularly for women.
“Age and gender can sometimes combine to create obstacles that are not always immediately visible,” she said. “Removing these barriers could become an important factor in maintaining a stable workforce in the future.”
