International Organization for Migration (IOM)

Improving Access to Labour market Information for migrants and employers
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system of access to information and intermediary services between employees and
foreigners residing in Poland, should first of all be geared towards the needs and
particulars of the operations of small and medium-sized enterprises.
In summary, one may state that patterns of access to information about job vacancies
offered by employers with a view to hiring migrants are highly diversified. If in the case
of informal channels some mechanisms have evolved that are efficient but contribute
to undocumented employment of foreigners, then concurrently we can scarcely speak
of the development of formal channels. In this context, it is worth recommending
a pilot programme to be deployed in Mazovian voivodship (where approximately
60% of all migrants find employment), which would aim to check to what extent
the initiative of state institutions (for example: public employment services, which
currently offer no programmes for foreigners residing in Poland) would rebound
positively among employers and employees. Since the matter concerns migrants
already residing in Poland, it would not be necessary to validate such a programme
with the relevant authorities of the countries of origin, particularly Ukraine, from
which the largest number of migrants seeking employment in Poland come.
Recognition of foreign qualifications
A very serious problem for third-country nationals willing to take employment in one
of the regulated professions comprises the recognition of qualifications acquired outside
the European Economic Area. Poland lacks a uniform system for the recognition of
qualifications of third-country nationals. Each time a migrant has to personally find
and contact a professional self-government body competent for a given profession
and undergo relevant procedures. In a decisive majority of cases this is a lengthy and
costly process. A certain hope in this regard is afforded by the deregulation presently
pursued by the government, which aims, among other things, to decrease the number
of regulated professions. This should improve the situation of migrants in this respect.
According to the government’s plans, the number of regulated professions is to be
reduced from 380 to 100. The first professions to be deregulated are as follows: taxi
driver, property administrator, real estate agent, mariner or guidance counsellor.
At the same time, for a few years now the introduction of the option to recognize
informally acquired qualifications has been considered, as is postulated under the
European Qualifications Framework. This would enable a straightforward acquisition
of the rights to perform a large number of professions, without the need for a lengthy
procedure. This would concern both Poles and foreigners. However, there are
currently no specific draft legal acts to include these plans in Polish legislation.
Impact of cultural differences on employer’s attitudes
An analysis of the structure of migrants undertaking employment in Poland
demonstrates that a decisive majority of them come from Ukraine (Section 1). In
their case it is difficult to speak of fundamental cultural differences which might
influence employers’ attitudes. At the same time, there is a perceptible and deeply