Lifelong learning the Polish way: 41% of Poles would not accept a job without opportunities for development.

Data from the World Economic Forum (WEF) illustrates the scale of changes in skills. If the global workforce were reduced to 100 people, 59 of them would require upskilling or reskilling by 2030. At the same time, 85% of employers surveyed by the WEF state that developing team skills will be one of their priorities.¹

It is not only the significance of technological competencies that is set to change. Among the areas gaining importance most rapidly, the WEF lists AI and big data, networks and cybersecurity, as well as technological skills. Key competencies also include analytical and creative thinking, resilience, flexibility, leadership, and collaboration.¹

In Poland, opportunities for development arise as early as the stage of choosing a workplace. In the Randstad Workmonitor survey, 41% of Poles state that they would not accept an offer that does not provide it, 48% of respondents attribute responsibility for professional development primarily to the employer, while 17% – to the employee themselves.²

We most often undergo training with our current position in mind.

PARP data shows that training courses focus more often on current duties than on preparation for the next stage of a career. More than two-thirds of Poles who participate in training do so primarily to meet the requirements of their current position. This is the highest figure among the OECD countries analysed in the “A Skills-Firts Labour Market” report. Only 10% of employees undergo training with a view to a promotion or a change in their position in the labour market.³

The same document also describes barriers to pursuing education. For 42% of working Poles aged 25–65, professional and family responsibilities are an obstacle. A lack of employer support hinders participation in courses and training for 9.7% of Poles, whereas the OECD average is 4.8%. Differences are also evident between companies: individuals employed in large organisations had a 13.9% greater chance of participating in training than employees of small enterprises. At the same time, 94% of non-formal training courses in Poland are completed within a week or less – the highest percentage among OECD countries.³

This data clearly shows that the mere desire for growth is not always enough. We might have access to a valuable course, but if it requires several rigidly scheduled hours per week and the employee is balancing work with family responsibilities, making use of it can be difficult. Therefore, from the employer’s perspective, what matters is not only what is offered but also the format, and whether the employee can integrate learning into their daily routine at a time that suits them. Development should also be possible in small steps – whenever a specific need arises – whether on the part of the employee or the employer – says Izabela Nasiłowska-Włodarek, Business Development Director at Benefit Systems.

What do we want to learn today?

Among the areas employees wish to develop, both technological competencies and other skills are mentioned. Artificial intelligence topped the list in the Polish edition of the Randstad Workmonitor, cited by 19% of respondents, while 11% chose IT and technology, 7% wellbeing, programming, and data analytics and 6% – creative and analytical thinking as well as leadership skills.²

The Multi.Life survey also covers areas of learning that extend beyond professional competencies: 43% of Poles indicated that they would like to learn how to better take care of their physical health, 36% would like to gain more knowledge regarding mental health prevention, and 28% – the principles of conscious and healthy eating.⁴

Employer support and access to development

Randstad reports that 60% of Poles say their employers support them in developing the skills of the future. At the same time, 38% believe that their employer invests in the continuous development of their skills, particularly those related to AI and technology.²

Lifelong learning in practice

The WEF also identifies curiosity and lifelong learning as one of the competencies gaining importance by 2030.¹

For me, lifelong learning does not mean constantly collecting courses and certificates. It is more about the opportunity to learn when our work or professional role changes, or simply when our needs at a given moment shift. For one person, it will be a new technology; for another, a language; and for yet another, knowledge regarding health or wellbeing. These needs are not static. Therefore, from an employer’s perspective, what matters is not only the number of development opportunities offered, but also whether an employee can access the right one exactly when they truly need it. This is precisely the direction in which we are developing Multi.Life – says Izabela Nasiłowska-Włodarek.

^{¹ World Economic Forum, “The Future of Jobs Report 2025.”}

^{² Randstad, “Workmonitor 2025.”}

^{³ Polish Agency for Enterprise Development, “Labour market, education, skills. Current Trends and Research Findings,” September 2025.}

^{⁴ Benefit Systems / Multi.Life, Ariadna Nationwide Research Panel, August 2025.}

Izabella Rzymowska

Senior PR Specialist, Benefit Systems

• i.rzymowska@benefitsystems.pl
• 880 126 912

^{Multi.Life is a digital employee benefit developed by the creator of the MultiSport Programme. It helps companies support employee health, wellbeing, and development in a single digital space. It was created for organisations that want to go beyond individual benefits and build a more conscious, long-term approach to caring for their teams.}

^{The platform supports employees in taking care of themselves on a daily basis, covering health as well as personal and professional development. Its users can benefit from expert knowledge, online consultations, educational materials, and partner services available through the platform. An important element of the solution is also the AI Wellbeing Assistant, which provides round-the-clock support.}

^{Multi.Life is also a tool for HR departments. Thanks to the Wellbeing Score – Benefit Systems’ proprietary solution – employers can better understand their teams’ needs and design data-driven wellbeing initiatives. The platform also supports the achievement of development goals, helps monitor educational activities, and facilitates the building of an organisational culture based on care for people.}

^{Multi.Life is part of the Benefit Systems ecosystem, alongside the MultiSport Programme and the MyBenefit cafeteria platform. It supports companies in creating a work environment that fosters employee health, engagement, and long-term effectiveness.}

^{More information at multi.life/en and benefitsystems.pl/en.}