Migration between Germany and Poland in transition: New perspectives for businesses

Poland and Germany share a close economic partnership that has grown steadily in importance over the past few decades, though this is still often underestimated. According to the German-Polish Chamber of Industry and Commerce (AHK), Germany remains Poland's most important trading partner, accounting for 27.1 percent of its trade. Conversely, Poland has significantly increased its economic relevance for Germany over the past ten years, ranking fourth among the most important import and export countries. Germany currently exports more goods to Poland than to China, the United Kingdom, or Italy. Recently, Poland even made it into the group of the twenty largest industrial nations worldwide, a clear signal of the stability and potential of the market.

Given the close ties between Germany and Poland, it's no wonder that their labor markets are becoming increasingly cross-border as well. Workers migrate between the two countries. While these migratory movements are not new, they are changing noticeably. For the first time in over twenty years, more people are moving from Germany to Poland than the other way around. According to the German Federal Statistical Office, approximately 90,800 people left Germany for Poland in 2024, while about 82,000 moved in the opposite direction. What was once considered a marginal phenomenon is now showing a new dynamic that is significant for German companies, especially those active in Poland or looking to work with Polish executives.

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Poland: From low-wage country to stable investment location

In recent years, Poland has developed into an economically strong and socially stable partner. Today, it is considered an attractive investment location that has clearly moved away from its former role as a low-wage country. It is now perceived as a "middle-cost country" with a solid industrial base, growing innovative strength, and increasing purchasing power.

However, at the operational level, there are still noticeable cost differences compared to Germany. The average hourly wage is only 40% of the German level, and there are fewer public holidays and lower vacation entitlements. At the same time, the value of Polish work culture cannot be measured in numbers alone. Many companies find that advantages, such as high work motivation, a strong focus on solutions, and a remarkable willingness to take on responsibility, are more important. This spirit of optimism characterizes not only the production landscape but also the country's management culture.

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Germany is losing some of its appeal – but not its importance

While Poland is becoming more attractive, Germany is losing some of its former appeal as a destination for labor migration. Rising living costs, bureaucratic hurdles, and a sometimes cumbersome immigration system are deterring potential immigrants. Nevertheless, Germany remains a target market for Polish skilled workers and managers, especially in qualified segments such as IT, engineering, and management. For managers, the focus is primarily on professional development and gaining new experience, rather than improving their personal living situation. As a result, many Poles (want to) return to their home country after a few years.

Today, many people's decision to work abroad or change to a company located abroad is less about remuneration and more about prospects. The salary differences between Poland and Germany have narrowed significantly. According to the latest report by the German Federal Agency for Economic Affairs and Export Control (GTAI), the average gross monthly income in metropolitan areas such as Warsaw was around €3,000 in the first quarter of 2025 — comparable to structurally weak regions in Germany. The same study found that a managing director in a medium-sized Polish company earns an average of over €200,000 per year, which is a clear sign of the increased attractiveness of the Polish management market.

If German companies want to be attractive to Polish executives, a competitive salary is no longer enough. The decisive factor is the quality of the overall package – from professional relocation support and integration programs to an open, appreciative corporate culture.

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Opportunities for German Companies

As incomes rise, purchasing power in Poland is growing — fueling continued economic momentum. At the same time, the quality of leadership has advanced significantly. Polish managers are increasingly taking on regional roles with responsibility for multiple countries and markets, leading international teams, and engaging with German headquarters as strategic peers rather than subordinates. They are no longer seen merely as the “extended arm” of corporate management, as was often the case in the 2010s.

For German companies, this means that sending executives from headquarters has become less necessary. Instead, it pays to build strong local leadership teams in Poland. The market now offers a growing pool of well-educated, internationally experienced professionals who are ready to take responsibility and act as cultural bridges. Many leaders who have relocated to Poland from abroad have Polish roots, bringing with them valuable international experience and cultural understanding that make them ideal candidates for leadership roles in Polish subsidiaries of German or other foreign companies.

To attract the best managers, the recruitment process must be professional, transparent, and based on partnership. Authentic communication and cultural understanding are essential for long-term retention and success.

Additionally, German companies can benefit from a dual strategy.

• In Poland: leverage the operational strength and dynamism of the location.
• In Germany: leverage the expertise and innovative strength of Polish (leadership) talent for the entire group of companies.

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Conclusion: Embracing Change as an Opportunity

Migration between Germany and Poland is no longer a one-way street. Today, Poland is not only a country of origin but also a destination for qualified returnees and international investors. It offers a stable, forward-looking business environment – driven by people who are proactive, positive, and solution-oriented.

For German companies, this is an invitation to actively shape change: by building long-term partnerships, investing strategically in people, structures, and leadership capabilities and by embracing a new understanding of collaboration based on mutual respect and equality.

Those who recognize and leverage this trend stand to gain: capable leaders, market insight, and long-term competitiveness.

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Would you like to build or expand your management team in Poland? Or do you have questions about leadership in Poland and Central Easter Europe? Please feel free to contact Rainer Pauly, Managing Director of Deininger Poland and CEE.