Polish Workforce in the Netherlands: Stability in Numbers

For years, the Polish labour force in Holland has been one of the largest and most reliable sources of temporary employees. According to the Dutch Central Bureau of Statistics (CBS), more than 220,000 Polish workers in the Netherlands were legally employed in 2023. That’s roughly 25% of all foreign temp workers. Despite the diversity of the Dutch labor market—including workers from Romania, Bulgaria, and various parts of Asia—Polish staff in the Netherlands stand out for their employment stability and relatively low turnover.

A joint report by FNV i FairWork shows that the average contract length for Polish temporary workers is 7.5 months. That’s nearly twice as long as for Romanian workers and three times longer than for many Asian workers—a surprising figure considering the strong work ethic often associated with East Asia. So, what explains this?

Beyond the Paycheck: What Motivates Polish Workers?

Better wages are, of course, one incentive—but they’re not the only reason Polish workers in the Netherlands take on foreign jobs. Increasingly, they value long-term, legal employment with predictable terms. Through the cross-border staffing Poland–NL model (contract via a Polish agency, A1 certificate, ZUS insurance), many experience greater social security and peace of mind. This legal stability boosts trust and helps improve worker loyalty.

Motivations go deeper. Many workers are focused on paying off loans, supporting families in Poland, or investing in their children’s future. But just as important is their growing awareness of what good work abroad should look like. For Polish staff in the Netherlands, a high wage alone is not enough. They care about quality accommodation, transparent workplace rules, reliable transportation, and respectful treatment. These factors make them more likely to stay—and harder to replace.

There’s also a psychological layer: for many, working abroad is a challenge and a way to prove themselves. This translates into strong engagement, punctuality, and willingness to take on overtime or less desirable shifts—traits that help reduce turnover and ensure workforce continuity in logistics and production settings.

Longer stays also allow workers to adapt to Dutch culture, learn the language, and form local bonds. Many who return to work abroad go back to the same companies—familiar with the job, coordinator, and conditions. This trust-based approach is often more effective than any contract. For employers, it means gaining reliable production workers with no added recruitment cost.

Low Turnover, High Flexibility – A Smart Choice for Employers

One major reason why Dutch companies frequently hire Polish workers is their lower turnover rate and higher flexibility compared to other migrant groups. While temp workers from other Central and Eastern European countries typically stay at a company for 4 to 7 weeks, Polish staff in the Netherlands often remain for 3, 6, or even 12 months.

Given that the cost of onboarding one temp worker in the Netherlands exceeds €1,500, this matters. High churn means higher costs and lower team efficiency. By partnering with a staffing agency from Poland to the Netherlands, companies can reduce turnover in warehouses and optimize operational budgets.

Flexibility is another strength. Polish workers are open to shift work, overtime, and even relocation within the country—an asset that many other migrant workers in logistics do not offer as consistently. Their strong work ethic and adaptability make them ideal for outsourcing manual labor in the Netherlands, especially during peak production periods.

Loyalty is also a major plus. According to NBBU data, more than 40% of Polish temporary workers say they would return to the same company—a higher rate than any other group surveyed. Agencies that specialize in outsourcing workforce to the Netherlands from Poland confirm that long-term success depends not just on hiring, but on building trust and communication.

Many Polish workers view employment abroad not as a short-term gig but as a professional project. That mindset enables the formation of multicultural teams where seasoned staff mentor newcomers—an organic retention strategy for foreign workers that strengthens team cohesion and reduces operational errors.

In the long term, stable employment improves production predictability, reduces complaints, increases machine utilization, and enhances overall workplace morale. All of this positions manufacturing staffing in Holland and logistics staffing between Poland and the Netherlands as not just viable options—but competitive advantages.

Work Culture and Quality: The Polish Advantage

Dutch employers consistently praise the quality of work by Polish employees. Unlike many other migrant groups, they bring independence, critical thinking, and a willingness to take initiative when things get unclear. They appreciate clear structures and rules, which makes them an excellent match for production staffing in the Netherlands and warehouse operations.

They also demonstrate impressive accuracy and precision, and many are quick learners—fitting equally well into simple manual tasks or complex, fast-paced environments. As a result, many advance to roles like shift leader or peer mentor. That kind of capability supports both efficiency and morale on the shop floor.

Another practical advantage: Polish forklift drivers and skilled workers are less likely to miss shifts unexpectedly. Their attitude—“I’ll take the extra shift if needed” or “I’d rather arrive early than risk being late”—is invaluable in periods of high demand.

From small businesses to large facilities, more and more Dutch companies are reporting noticeable differences in self-discipline, productivity, and mindset between Polish workers and other nationalities. For many decision-makers, this becomes a key factor in selecting a temp agency for Polish employees.

What Agencies Can Do to Keep Polish Workers Longer

Successful agencies have figured it out: investing in onboarding, communication, and basic social infrastructure pays off. Referral programs, loyalty bonuses, transport, and language support are not just extras—they’re essential to attracting and retaining Polish staff in the Netherlands.

A 2023 report by Intelligence Group in The Hague found that 73% of Polish workers would return to the same agency if their first experience was positive. That’s a huge opportunity for agencies focused on long-term employee retention in the Netherlands.

For employers, working with a trusted Polish recruitment partner in Holland, such as Intraservis staffing solutions, means more than just filling vacancies. It means stabilizing teams, avoiding unnecessary costs, and improving the quality of service and output.

Looking for Polish Workers Who Will Stay?

Choose a recruitment agency with experience in on-site workforce coordination, legal posting, and efficient labor hire in the Netherlands. Contact Intraservis staffing solutions to check the availability of Polish candidates for long-term contracts.