In the first half of 2024, sales remained the most popular specialization on the labor market, just like the year before. However, the changes can be seen elsewhere: the IT sector has reduced recruitment – offers in this area accounted for 9% of all offers in the Pracuj.pl, compared to 13% in the first half of 2023.

The largest increase was recorded by manual work, accounting for 16% of all advertisements on the above-mentioned portal. This was also influenced by the construction industry, which continues to develop thanks to the growing number of investments. Customer service was in fourth place – with 7% of ads, and the finance area accounted for 6% of all offers.

An analysis of the industries with the highest number of job openings showed that B2C sales, or retail, became the most active industry, ahead of finance and banking. The share of companies from FMCG production and construction/engineering remained at a similar level as in the previous year. The activity of the B2B wholesale trade sector increased.

The Pracuj.pl website saw an increase in candidate activity – the number of clicks on the “Apply” button increased by 18% compared to the first half of 2023. In terms of the most popular offers, candidates most often applied for positions related to sales (16%), office administration (15%), manual labor (10%), customer service (9%) and IT (9%). The remote work model is starting to lose popularity, while the number of stationary job offers is growing. Most respondents prefer a hybrid model, combining remote and stationary work. Stationary work is preferred by 35% of respondents, and fully remote work by 16%.

Offers addressed to young employees accounted for 15% of all advertisements on the Pracuj.pl, and 62% of young people believe that they will find a job tailored to their expectations. Generation Z is open to change and diverse work experiences, and 58% of them expect to change jobs at least several times in their careers.

Source: Labour Market of Specialists report

The Polish government is considering introducing revolutionary changes in working hours aimed at improving the quality of life of employees and increasing work efficiency. Among the options considered are shortening the working week to four days or introducing a seven-hour working day. The Ministry of Labour and Social Policy has declared that it will introduce significant changes in this matter during the current term of office.

The proposals that are currently being considered also include extending annual leave to 35 days and introducing a 35-hour working week. The planned shortening would take place gradually – initially by reducing the working time by 2 hours, and then by 5 hours.

Without waiting for the government’s final decisions on shortening the working week, two local governments – Leszno and Włocławek – have already introduced such a change. In the Leszno City Hall, officials have been working 7 hours a day for several weeks, and the effects of the tests bring positive results. Those interested claim that they work shorter but more effectively. In Włocławek, on the other hand, working hours will be shortened from 1 September.

The Ministry of Family, Labour and Social Policy does not rule out either of the two scenarios – both the four-day working week and the seven-hour working day are the subject of intensive analyses and discussions. The question of the final choice remains open, but the ministry emphasizes that changes are inevitable.

Research shows that Poles are among the most overworked nations in Europe. The introduction of new regulations could not only improve the health and well-being of employees, but also bring economic benefits by increasing productivity and making better use of leisure time.

The Polish government is determined to take steps to improve working conditions and is open to social dialogue on this issue. More details on the planned changes will be presented in the coming months.

Additional Source: https://leasing.jellydev2.pl/blog/polacy-maja-pracowac-krocej-tylko-czy-to-sie-nam-oplaci

Body leasing is a way to hire a qualified, prepared, reliable employee without the need to carry out an expensive and time-consuming recruitment process and the obligation to complete the formalities related to signing an employment contract. The concept of outsourcing employees should not be confused with body leasing. These are two separate fields that, contrary to appearances, are very different from each other.

In the first case, the employee is literally loaned for a certain period of time. It does not matter from the point of view of the concluded contract what the employee will do and what goals he will achieve. The hiring company wants such a person to support them in a specific short- or long-term project.

In the case of outsourcing, you buy the entire service, e.g. bookkeeping, application development, human resources management, marketing or production. Outsourcing is a business strategy, so you need to look at the whole thing more holistically. Its goal is usually to reduce costs, increase efficiency and focus on key areas of the company’s work.

When will body leasing work?

When implementing temporary projects that go beyond the standard business of the company, it makes no sense to hire an employee on a permanent basis. This is when body leasing comes into play. A hired specialist can be useful when you need a fresh look at the matter, you need to temporarily increase your processing capacity, when there is no time for recruitment and when you need very specific skills.

Learn more and see if outsourcing employees is for you.

Body leasing – advantages

Body leasing does not require the creation of a new workplace, incurring the associated costs and completing formalities. Body leasing is characterized by the lack of HR obligations towards the hired employee, a much lower cost and a flexible period of employment, quick acquisition of an employee, a simple procedure and no recruitment.

In the case of body leasing, the entrepreneur is a service recipient – it rents an employee for a fixed fee and under specific conditions, but is not responsible for hiring it.

What is body leasing?

Body leasing is a short-term form of employment of specialists, which is most often used in the IT industry. Body leasing allows you to hire new employees immediately without the need to carry out a time-consuming and expensive recruitment process.

Body leasing offers a number of benefits for your company, including: time savings, flexibility in the selection of employees for projects, but also reduction of the cost of hiring experienced specialists compared to other forms of employment – e.g. full-time.

Body leasing and hiring employees: key differences and advantages of body leasing

Under body leasing, employees are hired for a specific period of time. They are provided by external companies that make sure that candidates have the right qualifications. For the company, this means more flexibility and more freedom. It is worth choosing body leasing in a situation where you want to hire specialists as soon as possible.

It is worth mentioning that in body leasing, the recruitment process is much faster. Of course, there are different types of recruitment, but in this situation, body leasing works best. The company receives an employee for a specific project from an external company, so it does not have to worry about a long-term selection of candidates, as in the case of full-time work.

Acquiring an employee under body leasing is trivially easy and offers unlimited possibilities. IT body leasing allows you to quickly adapt employees to the current needs of the company.

The popularity of body leasing is caused by access to well-qualified IT specialists. It is also important for the customer to minimize the risk, which is guaranteed by selection carried out by external suppliers.

When is it worth considering body leasing in your company?

Body leasing is definitely recommended for companies that need instant support for a limited period of time with very demanding projects. They do not have to be strictly related to the IT industry.

Body leasing is also recommended for companies that value wise financial management. Cooperation with an external supplier can help the company to have the right number of employees that will be adequate to the current needs. In addition, body leasing services mean lower costs and risks associated with full-time employment on your own.

Examples of the use of body leasing in various industries

Body leasing agreements can be used in many different industries, including:

Body leasing is also popular in industries such as health care (hiring nurses and doctors), construction (hiring engineers, architects and specialists), education (hiring teachers and lecturers), energy (renewable energy specialists), law (broadly understood lawyers), sales and service (sales representatives and customer service) as well as media and entertainment, research and development, but also HR and recruitment.

It is worth remembering that external companies want to share their experience and offer support in many different areas, and suppliers through their knowledge of the market allow contact with the best specialists. Permanent recruitment in the case of short-term employment is a worse choice than body leasing.

Body leasing vs. temporary work. What are the key differences?

Key differences between body leasing and temporary work:

Take Your Time

A cover letter cannot be a copy of your CV. The purpose of this document is to present your strengths, experience and competences in the context of a given job offer. Preparing a good cover letter requires taking the time to think about what is really behind the requirements in the advertisement, how your professional profile fits into these expectations and how you can convince the employer to choose you. Show that you are the one they are looking for by choosing the most relevant examples from their professional life. Make the recipient of the letter feel that your message is well-thought-out and individualized.

Give a logical structure to your speech

A cover letter should have a logical structure and consist of three parts: introduction, development and conclusion. In the introduction, write what position you are applying for and how you know about the offer. In the extension, which is the most important part of the cover letter, briefly justify why you are the right person for the position. At the end of the letter, you can tell the employer what actions you will take for the company once you get the job. Declare your readiness for a recruitment meeting and supplementing the information.

Justify why you’re a great candidate

Present the most important advantages of your candidacy from the point of view of a potential employer to convince the recruiter that you are the right candidate for the position. Choose arguments based on the requirements from the advertisement. Don’t forget to add information about your achievements and motivation to work. Put yourself in the shoes of a potential employer, think about the benefits of choosing you and present them in a letter, using appropriate argumentation. Using the language of benefits will definitely make your application stand out.

Show what you have in common

In your cover letter, you can refer to the company’s mission, value system, and business goals. If you show that the company’s profile and goals are consistent with yours, you will give a strong argument to the employer to consider your candidacy. Companies are looking for engaged employees, so showing that you consciously choose the organization you want to work for can significantly boost your ratings.

Take care of linguistic correctness

A cover letter is a formal document, so when writing it, do not use colloquial language or overly sophisticated terms. Don’t let spelling, stylistic or punctuation mistakes get in it. Remember that on its basis, the potential employer will assess your attention to detail and diligence. If someone makes mistakes in their application, you might think that they will also make them in important company documents.

Make it a formal document

Like any formal letter, the cover letter should include the sender’s, the addressee’s data, as well as the date and name of the city. In the upper left corner, enter your personal data, i.e. name, surname, address of residence, contact phone number and e-mail address. In the top right, enter a date and location. Include the details of the company you are applying to below. If the advertisement does not contain information about who is conducting the recruitment process, address the document using the phrase “Dear Sir/Madam” or “To the Recruitment Department”.

6 July 2024 is the deadline for the implementation of the EU CSRD Directive into the Polish legal system. It imposes an obligation on the largest entrepreneurs to submit ESG reports. Ultimately, however, it is to cover all companies, which is why some of them have already started the transformation process. HR departments and management play a key role in shaping the CSR strategy and building an ethical culture of the organization. What is the level of business involvement in sustainable development activities from their perspective? LeasingTeam Group and TalentPoint in cooperation with Great Digital and ARC Rynek i Opinia invite you to take part in a survey that will result in a report made available free of charge to the entire business community.

The CSRD obliges entrepreneurs to report on activities in the field of environmental protection, social responsibility and compliance with employee rights and corporate governance. Already in 2025, non-financial statements for the previous year in accordance with the new standards will be submitted by companies and capital groups with more than 500 employees, whose annual revenues exceed EUR 40 million or whose balance sheet total exceeds EUR 20 million. However, the obligation to submit ESG reports will be extended to other groups of companies from year to year. It is estimated that from 2026 it will cover over 3,000 Polish enterprises. The pace of transformation imposed by the European legislator is extremely fast and Polish entrepreneurs, sooner or later, will have to unify their reporting policy and adapt it to the EU standards introduced by the CSRD Directive.

– Entrepreneurs who start the transformation process early enough have a chance to build a competitive advantage in relations with customers and investors. We should remember that companies that have already been covered by the new regulations will require their suppliers and contractors to comply with ESG standards, even if the EU regulations do not yet directly affect them. The implementation of sustainable practices and the use of modern tools supporting work management will certainly improve the operational efficiency of the business and will have a huge impact on the candidate and employee experience. Employees are paying increasing importance to the company’s values and its green efforts, and an active and fair work environment is crucial for talent retention. says Iga Pazio, Marketing Manager of the LeasingTeam Group employment agency.

ESG regulations will significantly affect entrepreneurs’ business plans, especially since this area is to become an integral part of the organization’s business model, and not be treated only as a non-financial factor. Therefore, the work of the so-called green collars, i.e. people with competence in interpreting new regulations and implementing environmentally friendly solutions, is becoming increasingly important. However, ESG is not only Environmental, but also Social and Governance, and some of the key reporting indicators are: the method of human resources management, occupational health and safety, human capital development, access to benefits and healthcare, or diversity in the composition of the management board and transparency of executive remuneration. The new regulations therefore affect HR areas to a much greater extent than it might seem at first glance.

– The foundation for the implementation of ESG assumptions is the company’s organizational culture, resulting from effective communication conducted by HR leaders. Therefore, together with TalentPoint, we want to take a close look at the landscape of Polish companies’ activities in this area. The survey aims to identify the best practices and challenges that entrepreneurs encounter on the way to sustainable development. We encourage the entire business community to share their perspective and co-create a report that will shed light on how Polish companies are coping with the green transformation and inevitable changes in management, help them better understand ESG assumptions and implement effective actions for sustainable development,” says Iga Pazio, Marketing Manager of the LeasingTeam Group employment agency and the originator of the study.

The study “Do companies in Poland care about sustainable development?” commissioned by LeasingTeam Group and TalentPoint is conducted by the independent research institute ARC Rynek i Opinia and the Great Digital agency. It is carried out using the quantitative CATI method, supported by CAWI in the form of a publicly available survey. The results of the survey in the form of a comprehensive industry report will be made available free of charge in September this year.

Get to know your potential employer

Show that you are interested in the company you are applying to and get information about it. The best source is the company’s website. Familiarize yourself with the company’s business profile, product or service offer, history, mission and values. It is also worth taking a look at the company’s financial reports. A good way to get to know a potential employer is also to follow the company’s profiles on social networks. In this way, you gather knowledge that you can use during the interview and prove your motivation to work in the structures of this company.

Prepare a list of potential questions and answers

It is impossible to predict every question that will be asked during the interview. However, there are areas that are always of interest to potential employers: work experience, skills, qualifications, education, strengths and weaknesses of the candidate. Therefore, it is worth analyzing your previous experience, skills and preparation in terms of the position you are applying for and on this basis select the information that will be most valuable from the recruiter’s point of view. It is also very important to answer the question in which direction you want to develop, where you see yourself in a few years and what motivates you to work. By creating a list of potential questions and answers, you minimize the risk of something surprising you during the conversation. With good preparation, you will feel less stress, which will allow you to present yourself from the best side.

Behave professionally

During the interview, not only the candidate’s substantive preparation is assessed, but also his or her behavior and communication skills. That is why it is so important to show your enthusiasm and friendly attitude towards the interlocutor. It is worth showing your interest in what the other party wants to convey and not interrupting your speech. When answering questions, make sure that your statement is factual and supported by examples. If the recruiter asks for clarification of any “gaps” in the resume, do it in such a way that the other party does not get the impression that you are trying to hide something. It is also very important to maintain eye contact with the interlocutor.

Maintain a good appearance

Business attire is required at the job interview. With elegant clothing, you emphasize your respect for the person you are dating. It is worth remembering, especially since the first impression plays a big role in the assessment of the candidate. For such a meeting, it is best to wear a suit or costume in subdued colors (e.g. black, gray or navy blue), a white or blue shirt and elegant covered shoes. Men should remember about a tie, and women should remember about the right length of skirt and shoes covering the stps. It is worth presenting yourself neatly and elegantly. This is the first step to building a professional image in the eyes of a potential employer.

Prepare questions for the employer

After reviewing the information about the company available online, think about what else you want to learn about your potential employer. Choose the topics that have piqued your greatest interest and prepare relevant questions. It is not worth flooding the recruiter with too detailed questions – it is enough to ask three thoughtful questions to show your interlocutor interest in the company and the position. This way you will show your commitment and make a good impression on the recruiter.

Cancel a meeting if you can’t attend

If you have an appointment for a recruitment meeting, but something has happened and you cannot attend it, inform the recruiter in advance and ask them to set a new date. Postponing the meeting does not disqualify you from participating in the recruitment process, unlike not showing up for the scheduled meeting without notice. If in the meantime you decide to resign from the recruitment process, you should also inform the recruiter about it. This is what the rules of politeness dictate. Besides, you never know when and under what circumstances you will meet again.

A shorter week or working day is just a matter of time? The government’s recent announcements are arousing extreme emotions in society and the business community. However, labour market experts approach the subject with distance. They believe that such revolutionary changes cannot be introduced overnight, because our economy has not yet matured to them. At the same time, they warn against the development of the grey market and a potential avalanche increase in the prices of products and services.

The Ministry of Family, Labour and Social Policy has declared that it will introduce revolutionary changes in working time during the current term of office. Two scenarios are being considered: establishing a four-day working week or reducing working days by an hour. As the head of the ministry argues, Poles are one of the most overworked nations in Europe, and fatigue and burnout reduce our productivity. However, according to experts, such radical changes to the Labour Code require numerous analyses and assessments of the effects of the introduction of new regulations, and in particular consultations with representatives of organisations associating employees and employers, which have not yet been carried out. The latter are skeptical about the subject, fearing above all an increase in employment costs. However, there are many more doubts.

“Changes are needed because they drive the economy and accelerate innovation. However, all changes, especially such revolutionary ones, must be well calculated and preceded by an in-depth analysis. They should not be introduced overnight, by a single act – says Andżelika Majewska, Vice President of the LeasingTeam Group employment agency. “I’m afraid that we may not be ready for such bold moves yet. Let’s not forget that we live in times when work has become a scarce “commodity”. For a long time now, there has been a shortage of blue collar employees, necessary to ensure the continuity of production or supplies. The introduction of a four-day working week for everyone would therefore hit hard the industrial sector or TSL, but also other sectors of the economy, where work must be performed seven days a week – lists Andżelika Majewska.

There is no denying that the announced changes to the Labour Code for many industries are associated with the need to hire new employees or pay overtime, and thus with higher employment costs. A natural consequence of this will be an increase in the prices of products and services, which means that we will all pay for it. According to experts, shorter working hours will also cause personnel perturbations in such important areas as health care, education and public transport.

Are we able to work less at all?

A shorter working week is not a new idea. Various models of changing the working time have already been used, for example, in Belgium, Norway, Germany and the United Kingdom. However, they do not necessarily have a chance to prove themselves in our country. The Polish economy is still catching up with its western neighbors, but entrepreneurs, especially in small and medium-sized companies, have been facing numerous adversities for several years now, such as the pandemic, the war in Ukraine, or the constantly rising costs of energy and employee retention. An opportunity to mitigate the economic effects of shortening working time is the development of new technologies or investments in process automation, which is to allow for the complete or partial replacement of the human factor. However, these solutions are not suitable for every sector of the economy. Therefore, it will be no less important to maintain the productivity of existing employees and prevent a situation where their quality of work decreases because they have less time to perform the same duties.

“Taking care of work-life balance and employee well-being should be a priority, and shortening working hours could certainly contribute to this. However, will such a change actually cause Poles to be less overworked? First of all, we should develop methods and tools to measure work effectiveness and legal solutions that will allow us to avoid abuse. In the face of the constantly rising cost of living, it is not difficult to imagine a situation in which an employee fills the time they have gained by working elsewhere. It is possible that it will be “illegal”, because more and more companies will not be able to bear even higher employment costs – wonders Andżelika Majewska.

According to the Ministry of Family, Labour and Social Policy, analyses are currently being carried out to determine which system of shortening working time would be the most beneficial for both employees and employers. Work on the amendment of the regulations is to be preceded by talks with social partners, including representatives of employers’ groups.

Review job openings regularly and respond quickly

Every day, online job boards publish hundreds of job offers from all over the country. The portals allow for easy and quick selection of offers, m.in. in terms of location, industry, position level, knowledge of foreign languages and programs or form of employment. It is worth browsing specialized job portals, e.g. praca.pl, pracuj.pl or infopraca.pl, as well as the websites of employment agencies, district employment offices, local and national advertising websites, e.g. praca.gratka.pl, as well as multi-search engines that aggregate job offers from various websites. Job offers are also a source of knowledge about the current needs and requirements of employers. Thanks to this, you can prepare your application documents even better and take development activities to increase your chances of finding a job. Remember that an unlimited number of candidates have access to ads, so you need to act quickly and efficiently. So apply when you respond to the requirements in the advertisement in at least 80%. The sooner you match your application documents to the advertisement and send them to the employer, the better your chances of participating in the recruitment process.

Build a professional social media presence

Currently, social media, including GoldenLine and LinkedIn, which bring together both specialists from various industries and recruiters, play a key role in job search. Just setting up a profile on these sites increases the chances of finding a permanent job or participating in an interesting project. A profile on such a portal is a kind of CV, so it is worth taking the time to prepare your professional business card. The profile should include true information about the course of employment, the scope of previous duties, completed projects, professional successes, education, completed courses and training, level of foreign language skills or strengths. Thanks to social networks, you gain both access to interesting job offers and a chance that your profile will encourage the recruiter to invite you to participate in the recruitment process. Social networking sites can also be used to build your expert image. By joining professional groups and actively participating in discussions or expressing yourself on industry forums, you confirm your skills, competences and professional interests. If you run an industry blog, participate in business forums or comment on topics related to your industry, e.g. via Twitter, you can supplement your profile with links referring to these websites. It is also worth asking your previous employers, colleagues or business partners to give you references. This way, you can strengthen your credibility and build a professional image.

Make sure your friends know you’re looking for a job

According to the theory of six degrees of separation, each person is only six contacts away from any person in the world, which means that you are probably only six people away from your new employer. That is why networking is an important tool for job searching. Creating a business network of contacts is not so much about making new acquaintances, but above all about building trust and nurturing relationships, m.in. by selflessly maintaining contact, providing information or providing support. The idea of networking is particularly promoted at industry conferences, job fairs or social networks, which are conducive to the exchange of information and maintaining relationships. It is important that your friends know what you do, in what direction you want to develop and what you currently need to achieve your goals. Being aware of this, they will remember to inform you about the opportunities that arise in their environment. Thanks to networking, you can find out about a possible vacancy even before the information is made public, gain information about the working environment in a given organization or the requirements of employers. Many employers do not publish information about the vacancy at all. Instead, they look for candidates for a given position within their company or use networking in the hope of receiving a contact to a proven person from a trusted friend. Such a recommendation is of great value.

Create a list of dream employers and act

During the career development, our professional goals, interests, preferred directions of development and requirements for subsequent jobs crystallize. Knowing your needs and expectations, you can more consciously manage your professional development, look for a job more effectively and make choices consistent with your goals. A best practice is to make a list of the companies or industries you want to work in. Such a list strongly directs the job search process. The choice of potential employers should be justified, for example, by the possibility of development in a given area, the preferred organizational culture, or the prospects for the development of specific competences. Most companies have tabs on their websites with information about vacancies – it is worth visiting them regularly, because not all job offers go to job boards. Another effective method is the so-called spontaneous application through the company’s website in a situation where there is no information about current recruitment processes. It is important to remember to prepare your application documents properly. They should make it clear in which area you want to develop and on what basis you claim that you will prove yourself in a given role. It is also worth emphasizing in your CV the elements that can be appreciated in a given organization, e.g. due to the mission, vision and values promoted in it.

The legality of stay of Ukrainian citizens in Poland is to be extended until September 30, 2025. However, according to experts, this is not enough to stop the outflow of workers from our country and permanently secure human resources. The Polish economy needs migrants from distant regions of the world, and Poles must get used to the fact that our society will become even more multicultural.

On 30 April, the government adopted a draft amendment to the Act on Assistance to Ukrainian Citizens in Connection with the Armed Conflict on the Territory of Ukraine. It extends, for m.in, temporary protection for Ukrainians fleeing the war until September 30, 2025. The new solutions are to enter into force on July 1, 2024, and from next year it will also be possible to change the status of stay from the current temporary protection to temporary residence for a period of 3 years. At the same time, the Ukrainian government wants men of military age to return and is introducing regulations preventing citizens of this country, aged 18 to 60, from obtaining identity documents outside the territory of Ukraine. Although, according to the Ministry of Foreign Affairs of Ukraine, the decision to suspend the provision of consular services is a temporary step, sudden and unpredictable political changes are not conducive to stabilization on the Polish labor market. However, experts from the LeasingTeam Group employment agency look at the problem more broadly and warn that even if Ukrainian citizens stop treating our country as a transit country, they are not able to fill the ever-growing staff gaps.

“Of course, it is in Polish’s economic interest to keep Ukrainian citizens working for us. We are not ready for such a large loss of human resources. However, this may not be enough. It is estimated that every year we lose up to 200 thousand professionally active people. Thus, Poland transformed from an emigration country into an immigrant state in a very short time – says Andżelika Majewska, Vice President of LeasingTeam Group. – Demography is inexorable. Without migrants from distant regions of the world, our economy will have serious problems. In the coming years, Poland will see more and more employees from Asia, but also from Africa and South America – adds Andżelika Majewska.

This trend is reflected in the data published in February this year by the Ministry of Family, Labour and Social Policy. The Central Analytical and Reporting System shows that in 2023, the largest number of work permits were issued to Indian citizens – as many as 45,998. The Nepalese were in second place (35,287), and the Filipinos were third (29,154). Among the nationalities with a five-digit number of newcomers there were also citizens of Uzbekistan, Bangladesh, Turkey, Colombia and Kazakhstan. Representatives of the countries of the current economic immigration to Poland, i.e. Ukraine and Belarus, were issued last year only 7,298 and 6,383 work permits, respectively.

Inclusive actions are needed

The influx of emigrants from distant and culturally different regions of the world is not only inevitable, but also necessary. Is our society ready for this? Experts have doubts about this and emphasize that although diversification of human resources is necessary to ensure the development of Polish organizations and the economic growth of the country, there are still too few activities promoting diversity.

“It would seem that after the fairly efficient inclusion of Ukrainian citizens in our labor market, we are ready for changes. Unfortunately, the growing Asian diaspora continues to be a cause for concern, and the burden of responsibility for inclusive activities, anti-discrimination and building inclusive teams has been taken on by companies and organizations. There is no belief in society that without the citizens of India, the Philippines or Bangladesh, our economy will have big problems, so we need to start talking about it more loudly. Today, much faster than any other country in Europe, we should actively join forces to prepare for legal, economic and social changes – sums up Andżelika Majewska, Vice President of LeasingTeam Group.