The first half of 2026 made one thing clear: the labor market shows no signs of slowing down, and the pace of legislative and organizational changes requires employers to be increasingly flexible.
Companies had to contend not only with new regulations governing the employment of foreign nationals, but also with increasingly lengthy administrative procedures, intensified inspections, and growing pressure to ensure that their processes comply with applicable law.
At the same time, it is becoming increasingly clear that hiring foreign workers is no longer merely a solution to labor shortages. For many companies, it has become a strategic element in ensuring operational continuity.
What events had the greatest impact on the labor market in the first half of the year?
New Regulations on the Employment of Foreign Nationals
The first half of the year was marked by further changes to the regulations governing the legalization of foreign nationals’ employment and residence.
The following attracted the most attention from business owners:
- digitization of legalization processes,
- launch of new tools for submitting applications,
- changes regarding residence permits,
- New administrative obligations for employers.
Although the reforms were intended to simplify procedures, experience has shown that implementing the new measures requires companies to exercise even greater care when preparing documentation.
Digitization has not shortened the duration of proceedings
One of the main objectives of the reforms was to speed up administrative processes.
In practice, many employers continue to face long wait times for decisions regarding work and residence permits.
Overlapping proceedings conducted under different regulations, an increasing number of cases requiring additional information, and the gradual implementation of new systems make it essential to plan staffing well in advance.
Compliance is becoming strategically important
The first half of the year also saw a marked increase in the importance of compliance.
Not only the regulations themselves, but also the way they are applied in practice, are receiving increasing attention.
Employers are preparing for:
- increased checks on the legality of employment,
- new powers of the State Labor Inspectorate,
- a more detailed assessment of cooperation models,
- greater responsibility for the accuracy of the documentation.
As a result, process compliance is no longer solely the responsibility of the HR department but becomes part of the organization’s overall risk management.
Logistics, manufacturing, and construction continue to need workers
Despite legislative changes, the staffing situation in many industries remains challenging.
The greatest demand for workers continues to be in the following sectors:
- production,
- logistics,
- warehouse,
- construction.
At the same time, businesses are becoming increasingly cautious about expanding their permanent workforce.
Solutions that provide flexibility and the ability to respond quickly to changing business needs are becoming increasingly important.
Workforce planning is becoming a competitive advantage
One of the most important takeaways from the first half of the year is the need for long-term planning.
Companies that do not begin the recruitment and legalization process until staff shortages arise are increasingly encountering problems related to the length of the procedures and the availability of employees.
That is why organizations are increasingly:
- plan their hiring several months in advance,
- analyze operational risks,
- streamline HR and compliance processes,
- They are expanding their cooperation with partners specializing in employment services.
Hiring foreign workers is no longer just a response to labor shortages
Just a few years ago, hiring foreign workers was seen primarily as a way to fill labor shortages.
Today, the situation is different.
For many companies, foreign employees are an integral part of their teams and one of the pillars of maintaining continuity in production, logistics, and service delivery.
This makes the process of legalizing and organizing employment a part of the business strategy, rather than merely an administrative obligation.
Outlook for the Second Half of the Year
Everything indicates that the second half of 2026 will be just as intense.
Employers should prepare for, among other things:
- further legislative changes,
- the growing use of electronic processes,
- greater activity on the part of regulatory agencies,
- the growing importance of compliance,
- the need for even more careful workforce planning.
Organizations that use this time to streamline their processes will be better prepared for the next challenges in the labor market.
The first half of 2026 confirmed that the job market is becoming increasingly demanding.
Changes in regulations, new obligations for employers, increasingly lengthy procedures, and the growing importance of process compliance mean that effective employment management today requires not only knowledge of the law but also strategic planning.
It is precisely those organizations that prepare for change early enough that gain the greatest advantage—both in recruiting employees and in maintaining operational stability.