AI and the labour market in Poland – opportunities, risks and challenges for employers

AI and the labour market in Poland is becoming an increasingly important topic for entrepreneurs, employees and managers responsible for organisational development. Artificial intelligence, and especially generative AI, is no longer a technology tested only by IT departments. It is now starting to affect everyday office work, customer service, data analysis, document preparation, reporting, marketing, HR, payroll, finance and accounting processes.

For companies operating in Poland, the key question is no longer whether AI will change the labour market, but how to prepare the organisation for this change. The available data presents a mixed picture. On the one hand, AI can speed up tasks, reduce repetitive work and improve productivity. On the other hand, it may widen skills gaps, increase pressure on some administrative roles and create uncertainty among employees.

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Generative AI in Poland – usage remains below the EU average

According to Eurostat data, people in Poland use generative AI tools less frequently than the EU average. In 2025, 22.68% of people in Poland declared that they had used GenAI in the previous three months, compared with an EU average of 32.66%. This means that Poland remains below the European average, even though generative tools are widely available and, in many cases, can be used free of charge or at relatively low cost.

Differences are also visible in professional work and education. Among ICT specialists in Poland, 57.81% used GenAI for work-related tasks, which shows that in digital professions the technology is already becoming part of everyday work. However, the indicators are much lower among the broader workforce and among pupils and students. In Poland, 37.12% of pupils and students used GenAI for formal education purposes, compared with the EU average of 52.99%.

For employers, this points to a significant skills gap. Some employees already use AI in an advanced way, while others have little or no experience, do not know its practical applications or are unsure whether any rules for using such tools apply in their workplace.

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AI changes job tasks, not only the number of jobs

One of the most important conclusions from research on the impact of AI on the Polish labour market is that automation should not be understood simply as the disappearance of entire professions. A more likely scenario is a change in the structure of tasks within existing roles.

A report by NASK and the International Labour Organization (ILO) indicates that around 30.3% of jobs in Poland, or approximately 5.08 million positions, show some degree of exposure to automation or transformation linked to generative AI. At the same time, around 817,500 people, or 4.9% of those employed, work in occupations with the highest exposure, where most tasks may be automated or significantly transformed.

This distinction is important. In practice, AI may take over some activities, but it will not always replace an entire position. For example, it may support document drafting, large-scale data analysis, summary preparation, information classification or initial handling of enquiries. However, quality control, assessment of business context, decision-making responsibility, knowledge of Polish regulations and communication with clients, employees or public authorities will still be required.

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Which occupations in Poland are most exposed to AI?

The greatest exposure to generative AI concerns occupations in which a large part of the work involves repetitive, text-based, administrative, analytical or information-processing tasks.

This is particularly visible among office workers. According to the NASK and ILO report, 71.2% of people in this occupational group work in roles that are exposed to GenAI to varying degrees, while 47.2% fall into the highest exposure group. In practice, this includes tasks such as preparing documents, maintaining registers, organising data, verifying simple information or handling repetitive correspondence.

Occupations with very high exposure also include invoice clerks, proofreaders, word processor operators, information clerks, selected data-processing roles and accounting specialists. This does not mean that these jobs will automatically disappear. However, it suggests that their scope of duties may change faster than in occupations based mainly on physical work, direct technical service or tasks requiring on-site presence.

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The impact of AI on the labour market will not be uniform

The impact of AI on the labour market in Poland will not be the same for all groups. Differences linked to gender, age and employment structure are particularly important.

Women are more often represented in occupations exposed to GenAI. Among women, 39.1% of employment is exposed to this technology, compared with 22.8% among men. This difference results mainly from the higher share of women in office and administrative roles, where some tasks can be more easily supported or automated by AI.

In the 15–24 age group, 47.8% of women work in occupations that may be changed by automation, compared with 22.7% of men in the same age group. This means that young people entering the Polish labour market may encounter the need to change how they perform tasks, develop new skills or rethink career paths particularly quickly.

For employers, this means that training policies should be approached more consciously. AI skills development programmes should not be addressed only to technology departments. They should also include employees in administration, finance, accounting, HR, customer service, marketing and management support teams.

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Lack of AI usage rules increases business risk

Despite growing interest in artificial intelligence, the formal implementation of GenAI tools in Polish workplaces remains limited. According to the NASK and ILO study, only 9.4% of working people declare that GenAI tools have already been implemented in their workplace. A further 19% indicate that implementation is planned. At the same time, 44.5% say that their employer does not plan to use such solutions, while 27.2% do not know whether any plans exist.

An even greater problem is the lack of rules for using AI. More than two-thirds of working people have not received any guidelines on the use of GenAI tools, and only 8.1% declare that such guidelines exist in their organisation.

For companies in Poland, this creates specific risks. Employees may use AI informally, without the employer’s knowledge, and enter company data, client data, financial information, contract content, employee data or other confidential information into external tools. This may lead to problems related to data protection, business secrecy, information security, liability for inaccurate content and regulatory compliance.

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AI can improve accounting, finance and HR, but expert control remains essential

Administrative, financial, accounting and HR and payroll processes are among the areas where AI may be adopted relatively quickly. Artificial intelligence can support document classification, preparation of reports and summaries, data analysis, consistency checks and internal communication.

However, AI does not replace the entrepreneur’s responsibility for correct settlements, documentation and HR decisions. In accounting, tax and payroll matters in Poland, current knowledge of Polish regulations, proper classification of business events, verification of source documents, risk assessment and responsibility for timely and accurate settlements remain essential.

For this reason, AI implementation in these areas should be treated as part of broader process organisation, not as a standalone solution. Companies developing their business in Poland should also ensure properly organised accounting services in Poland, well-structured Poland payroll services, and reliable procedures for controlling data and documents.

In practice, AI can accelerate the work of finance and HR teams, but it should not operate without expert supervision. This is particularly important for foreign companies doing business in Poland, where automation should be combined with local accounting, tax and payroll knowledge.

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The main opportunities of AI: productivity, speed and better work organisation

The positive effects of AI on the labour market are most visible where technology supports employees in time-consuming, repetitive tasks or tasks requiring the processing of large amounts of information.

The most frequently mentioned benefits include:

• time savings and faster task completion,
• improved work organisation and higher efficiency,
• support in preparing documents, reports and analyses,
• easier organisation of information,
• reducing the burden of routine tasks on employees.

According to the NASK and ILO report, 54.8% of people working in occupations exposed to automation through GenAI see this technology as an opportunity to speed up their work. This is an important signal for employers. Employees who are most exposed to changes in their tasks often also see the greatest efficiency potential.

In a well-managed organisation, AI may therefore not only reduce costs, but also improve the quality of work. However, this requires properly prepared processes. Technology alone will not solve problems caused by disorganised data, unclear responsibility, chaotic documentation or vague decision-making procedures.

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The main risks of AI: job reduction, errors and loss of control

The negative effects of AI on the labour market are mainly linked to employee uncertainty, the risk of automation of some tasks and a possible decline in demand for certain skills.

In occupations highly exposed to GenAI, 29.3% of employees see job reduction as the biggest threat, while 41.3% expect earnings in their sectors to fall. These concerns should not be ignored by employers. Even if AI does not directly lead to the elimination of jobs, it may change expectations towards employees, the pace of work and the criteria used to assess performance.

AI-generated errors are another important risk. Generative models can produce content that sounds credible but is factually incorrect, outdated or not adapted to the legal and business context. In areas such as taxes, labour law in Poland, accounting, payroll, corporate documentation or client communication, incorrect information may lead to real financial and legal consequences.

There is also a risk of skills deterioration. If employees use AI without understanding the underlying process, they may gradually lose the ability to analyse independently, critically assess information and verify results. AI should therefore be treated as a supporting tool, not as a replacement for expert thinking.

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AI skills are becoming increasingly important for business competitiveness

The use of AI depends not only on access to tools, but above all on user competence. In the case of generative AI, getting started is relatively simple. Obtaining valuable results, however, requires the ability to define problems, ask precise questions, work iteratively with the tool and assess the quality of the output.

Digital skills may therefore become one of the key factors differentiating employees and companies. Organisations that organise their processes early, train their teams and define clear rules for using AI may be able to benefit from the technology faster. Companies that leave this area unsupervised may expose themselves to organisational chaos, skills inequalities and uncontrolled use of external tools.

From the employer’s perspective, three areas are particularly important:

Ability to work with data

AI is most useful where the organisation has structured and reliable data. If data is scattered, inconsistent or outdated, technology may simply accelerate the reproduction of errors.

Critical assessment of AI-generated results

Employees should know when AI-generated output requires additional verification. This is particularly important for legal, tax, financial and HR-related content.

Understanding the limitations of AI tools

AI can support analysis, but it does not know the full organisational context, does not bear responsibility and does not replace human decision-making. The more sensitive the area, the more important expert supervision becomes.

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What should employers in Poland do?

From the perspective of AI and the labour market in Poland, companies should approach artificial intelligence not only as a technology tool, but also as an element of organisational management. The implementation of generative AI affects processes, responsibility, skills, internal communication and data security.

The first step should be to identify areas in which employees already use AI or may start using it. In many companies, informal use of AI tools appears before official management decisions. Not knowing that this is happening increases risk.

The second step is to define rules. The organisation should clearly specify what data may be entered into AI tools, what information must not be used, who is responsible for verifying results and in which processes AI may only play a supporting role.

The third step is employee training. This should not be limited to the technical use of tools. Responsibility, data protection, information security, critical analysis of results and the impact of AI on specific roles are equally important.

The fourth step is a review of business processes. Companies should identify which tasks are repetitive, time-consuming and low-risk, and which require expert supervision. Only then can they rationally assess where AI can bring real value.

For foreign companies operating in Poland, it is particularly important to combine technology with local operational compliance. AI implementation does not remove obligations towards Polish tax authorities, the Social Insurance Institution (ZUS), employees or business partners. In such cases, support in accounting in Poland, payroll Poland and administrative process organisation may help reduce operational and regulatory risk.

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AI will gradually transform the labour market in Poland

AI and the labour market in Poland should not be reduced either to simple enthusiasm or to a purely negative scenario. The data shows real potential for productivity growth, but also serious social, skills-related and organisational challenges.

The most important factor will be how companies implement new tools. If AI is treated only as a way to reduce costs, it may increase employee uncertainty and deepen inequalities. If, however, it is implemented responsibly, with clear rules, training and expert supervision, it can become a tool that supports organisational development.

For entrepreneurs, the most practical conclusion is clear: it is worth organising processes, skills and responsibility for AI use now. This is particularly relevant in administrative, financial, accounting and HR and payroll areas, where technology can bring quick improvements but also requires careful quality control and compliance with Polish regulations. Companies that want to develop their business safely in Poland should treat AI as part of a broader organisational transformation. Properly implemented technology can support efficiency, but only when combined with reliable accounting, payroll, advisory support and process control can it effectively reduce business and regulatory risk.

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If you have any further questions or require additional information, please contact your business relationship person or use the enquiry form on the HLB Poland website.

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